International Staffing Case Study
So now, let see the regiocentric approach which is similar than the geocentric approach but much more nationally focused, the staff may move outside their countries but within the particular geographic region. It’s on the way between ethnocentric or polycentric approach to a geocentric approach.
Challenges for MNEs are to work with all of these different characteristics and find the most appropriate approach according to their policy. They have to take in consideration, the context specificities, the company specificities and the local unit specificities as well as IHRM practices. All these factors affect staffing choices, which represent a real challenge in international …show more content…
They need to find the right people to make position and particularly key managers. In fact, a selection error can lead to an expatriate contract failure and correspond to a return to home before the period of assignment is completed, then it could have long-term negative consequences in term of subsidiary performance. Several factors have to be taken into account in the failure of international assignment: the inability for expatriates to adjust to the foreign culture, the family concerns, career concerns, security concerns, the length of assignment etc. They represent a critical IHRM issues in international staffing, so the challenge is to find the right people which are consistent with all the factors of expatriate selection. Selection criteria are family requirements, technical ability, the cultural requirements, the language and the MNEs requirements. Mendenhall and Ouddou have proposed a four-dimensional approach that attempts to link specific behavioural tendencies to overseas performance. We see these days appear another constraint for companies : the dual-career couples who are now considered as a barrier to staff mobility and it’s why the MNEs techniques are now utilized to surmount this