Literature Review of Recruitment and Selection in International Human Resource Management

1776 Words Dec 9th, 2010 8 Pages
Literature review of Recruitment and Selection in International Human Resource Management


Staffing is one of the main functions on Human Resource Management, refer to International Human Resource Management perspective, staffing will be more important on the managing by the headquartered company to their subsidiaries in order to gain more competitive advantage for them. As a company want to achieve the mind of globalization, they must choose a suitable staffing approach in order to doing business successfully not only in the domestic also in the international environment. Maral Muratbekova-Touron (2008) stated that “One of the main issues facing the development of the global companies has always been to find the right
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Overall Ethnocentric approach implies a centralized system with authority high at headquarters with much communication in the form of orders, commands, and advice. Standards for evaluation and control will also be determined centrally and with low pressures for cost reduction and low pressure for local (subsidiary) responsiveness. But the disadvantages of Ethnocentric approach such as the PCNs have language barriers or they have different culture background with the local (subsidiary) customer, it may result a high cost training in long term or the PCNs may not familiar the positions or demands of the local (subsidiary) marketplace. (Ball, et al. 2008; Norma D’Annunzio-Green, 1997)

Polycentric approach refer to the staffing policy base on the HCNs, as Christoph Dörrenbächer, et al. (2010) stated “HCNs on the other hand are seen as basically having a local (subsidiary) orientation, due to their socialization in the host country and their familiarity with the social, political and economic environment of the host country” It can show Polycentric approach provide a high level of local responsiveness in the subsidiaries. It can be prove by another research article, Norma D’Annunzio-Green (1997) also stated “Polycentric approach implies a widely dispersed authority, little communication between headquarters and subsidiary, and standards for evaluation and control mostly determined locally.” There for the less control and order from the

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