Expatriate selection: good management or good luck?
Barbara A. Anderson
The given research was about the state of recruitment and selection and the use of information technology that is quite prevalent in North America in many organizations. The rapid influx of technology has made firms realize to apply various methods and technological accessories in the daily operations. The dynamic environment has enabled companies to shape their cultures according to the given emerging human resource technologies and solutions. Human Resource Managers have built quite expectations on the use of information technology as medium to increase efficiency and reduce costs by generating diverse range of applicants when the selection is about to begin. The research empirical results showed that most of the companies did achieve comparatively better outcomes than those who did not make use of technology in the process of recruitment and selection. The use of information technology does present organization with innumerous benefits and advantages in terms of attracting diverse pool of applicants and reducing cost etc.
References
Anderson, B. (2005). Expatriate selection: good management or good luck?. The International Journal of Human Resource Management, 16(4), pp.567--583.
The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates
Derek S. Chapman*
Jane Webster
Queen’s University, Canada
The research focus was on the management of expatriation which grew in prominence in early 1970’s as the number of multi-national companies are on the rise. The private sectors has always been face of the all the expatriates working in different organizations in Australia. The empirical analysis was done to find out the ways public and private sector use to attract, recruit and select expatriates. The analysis show that most recruitment and selection of any position in private and corporate world is measured on the competence of the individual i.e. technical competence with less focus on communication skills and other factors. There seems to limitation in terms of playing a role for HR-managers in the process. The selection criteria exhibit the standard policies of the sector which the organization is able to establish. There are marked difference between Private and Public sector in terms of selection a given expatriate.
Reference
Chapman, D. and Webster, J. (2003). The use of technologies in the recruiting, screening, and selection processes for job candidates. International Journal of Selection and Assessment, 11(2-3), pp.113--12
Divergence of Convergence: A Cross National Comparison of Personnel Selection Practices
Y. Paul Huo, Heh Jason Huang, and Nancy K. Napier
Striking
The research focus was on the to create a balance between domestic and global environment in terms of Human resource management to better understand the cross nation differences in light of desirable human resource practices and maintaining the status quo. The research examined the problem statement in terms of evaluating the hiring procedures used in many countries or regions by making use of survey based on Best International Human Resource Management Practices. Through empirical evidence it was ascertained that there were a lot of deviations than collaboration in terms of current hiring trends and practices. The expectance from many human resource experts is the trend towards global merge in terms of hiring practices used in different nations. Therefore, it is imperative on the part of Human Resource managers to take culture aspects in serious consideration and adopt cultural sensitivity to enjoin convergence in terms of recruitment cultures of the world and incorporate them in their system.
References:
Huo, Y., Huang, H. and Napier, N. (2002). Divergence or convergence: a cross-national comparison of personnel selection practices. Human Resource Management, 41(1), pp.31--44.
We Recruit Attitude’: The Selection and Shaping Of Routine Call Centre Labor*
The research was about the growth of call centers and their increased prominence in the private sector. While the business started in unstructured manner, the rise in the number of call centers has made it important to recruit and select that is apt and can cater the needs of the organization.
References:
Callaghan, G. and Thompson, P. (2002). ‘We recruit attitude’: the selection and shaping of routine call centre labor. Journal of Management Studies, 39(2), pp.233--254.
