Description
This is a presentation describes on the information of about recruitment and selection by multinational companies and factors determining selection decision.
Recruitment and Selection by Multinationals
• Parent Country Nationals (PCN) • Host Country Nationals (HCN) • Third Country Nationals (TCN)
Some findings: - European countries keep their nationals posted in host countries for long durations - American countries post them back to headquarters/other subsidiaries - Japanese used to post HCN at high posts; but trend changing because -worldwide presence has increased
-effective locals available -high cost - HR policies changing to become more cometitive
Reasons for using PCN
• • • • Start up operations Technical expertise Maintain financial control Provide international exposure to managers • Unavailability of talent in HC
Reasons for using TCN
• • MNCs use TCNs because they have necessary expertise Knowledge of local region, for e.g. US companies usually prefer employees from Europe in subsidiaries located at former british colonies Japanese companies usually do not hire TCNs
-
• Have understanding of policies from ‘foreigner perspective’ • To get broader viewpoint during expansion programs • Bring cross cultural skills
Inpatriates
• Individuals from a host country or TCNs who are assigned to work in PC
Factors Determining Selection Decision
• • • • • • • • • Cross-cultural suitability Family requirements MNC requirement Language Country-cultural requirements Language Technical Ability Physical and emotional health Age, experience and education
Adaptability screening
• The process of evaluation how well a family is likely to stand up to the stress of overseas life.
Swedish MNCs
• In Swedish MNCs informal expatriate selection generally is applied, where clearly defined characteristics of the selection process are hard to find. • Swedish MNCs believe that the technical ability and the expatriate candidates' previous experience are important criteria for expatriate selection.
Important Traits for Expatriate Success
• • • • • • Cultural empathy Adaptability Diplomacy Language Ability Positive Attitude Emotional stability and maturity
Characteristics determining adaptability
• Work experience with other cultures • Ability to integrate with different people • Ability to sense developments in the host country • Ability to solve problems within different frameworks • Sensitivity to cultural differences • Flexibility in managing operations on a continuous basis
doc_364159698.ppt
This is a presentation describes on the information of about recruitment and selection by multinational companies and factors determining selection decision.
Recruitment and Selection by Multinationals
• Parent Country Nationals (PCN) • Host Country Nationals (HCN) • Third Country Nationals (TCN)
Some findings: - European countries keep their nationals posted in host countries for long durations - American countries post them back to headquarters/other subsidiaries - Japanese used to post HCN at high posts; but trend changing because -worldwide presence has increased
-effective locals available -high cost - HR policies changing to become more cometitive
Reasons for using PCN
• • • • Start up operations Technical expertise Maintain financial control Provide international exposure to managers • Unavailability of talent in HC
Reasons for using TCN
• • MNCs use TCNs because they have necessary expertise Knowledge of local region, for e.g. US companies usually prefer employees from Europe in subsidiaries located at former british colonies Japanese companies usually do not hire TCNs
-
• Have understanding of policies from ‘foreigner perspective’ • To get broader viewpoint during expansion programs • Bring cross cultural skills
Inpatriates
• Individuals from a host country or TCNs who are assigned to work in PC
Factors Determining Selection Decision
• • • • • • • • • Cross-cultural suitability Family requirements MNC requirement Language Country-cultural requirements Language Technical Ability Physical and emotional health Age, experience and education
Adaptability screening
• The process of evaluation how well a family is likely to stand up to the stress of overseas life.
Swedish MNCs
• In Swedish MNCs informal expatriate selection generally is applied, where clearly defined characteristics of the selection process are hard to find. • Swedish MNCs believe that the technical ability and the expatriate candidates' previous experience are important criteria for expatriate selection.
Important Traits for Expatriate Success
• • • • • • Cultural empathy Adaptability Diplomacy Language Ability Positive Attitude Emotional stability and maturity
Characteristics determining adaptability
• Work experience with other cultures • Ability to integrate with different people • Ability to sense developments in the host country • Ability to solve problems within different frameworks • Sensitivity to cultural differences • Flexibility in managing operations on a continuous basis
doc_364159698.ppt