How the international managers recruitment and selection the workers 论文QQ：826949555
As the companies globalize and enlarge their business into more countries, the international managers has increasing in those organizations. Dealing with the global labor force becomes an important part for modern multinational corporations and international managers. Usually, these multinational corporations set the international human management department to manage their staff members.
While the international human recourse management means in the global enterprise or multinational corporations’ environment, the international managers put forward a planning then implement and control it based on the human resource strategies, functions and operation. Comparing with the human resource management, the international human resource management appears more complex. Generally speaking, the human resource management involves the performance management, training and developing management, employee relations management, career management, salary management, recruitment and selection and organization structure. However, the international human resource management not only contains these aspects, but also involves in internationalization strategy, the economy in different nation, the government policy and laws, the different culture and the flow of the international talent. As we learned from the lecture slides Croft (2010) mentioned that “A series of different activities, functions and processes aim to maintain the MNCs human resources. Therefore, the variety human resource systems used to administrate employees in the multinational corporations in the home country and abroad (Taylor et al. 1996).”
When the companies build the business in multiple foreign locations, the recruitment and selection is an important process and the most of basic responsibility of international human resource management. What is the recruitment and selection? We need to separate into two conceptions to explain the definitions. As Croft (2010) quoted the Dowling and Schuler’s statement in 1990 pointed out that recruitment means the companies supply the jobs for candidates so the companies can select the most suitable candidate for this position. The selection means choose the most suitable people for this position from the numbers of candidates and the people can make a contribution to the company at present or in the future (Croft 2010, cited Hackett 1991).
Recruitment is a very important tools and widely used by the companies. It gives a great helps for companies to realize their business objectives. This is the reason for why companies pay more attentions and spend lots of money on recruiters. It is said that the talent strategy can affect the company current and future development trend so introduce the talents is an indispensable compone论文QQ：826949555nt for company. Recruitment is a two-way selection process. When the company searching the most appropriate people in the labour market meanwhile the candidates choosing the appropriate job and has the opportunity to promotion. There is a set of methods in the process of recruitment. In other words, recruitment needs a variety of mediums. As we know in the daily life, job centers, commercial employment agencies, corporate websites, commercial web sites, local and national newspaper, specialist magazines, television and radio (Croft, 2010).
The recruitment can be divided into two parts, namely the internal recruitment and the external recruitment.
1. The internal recruitment: the internal recruitment means the company gives the promotion opportunity to the existing staffs. It always focused on assessment the employee performance and the work ability. In most of cases, the human resource management department will posted the job postings in the company’s intranet and in some common areas, for instance departmental information boards and break rooms. When the staff is interested in this position, he needs to hand the resume and recommendation to the human resources management department. Then he will be the candidate and accepts the human resource managers’ evaluation (Friend, 1999). If passed the assessment, he will take part in the new position.
