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ComInTec Case Analysis: International Staff Recruitment and Selection
Introduction
The case of ComInTec demonstrates that multinational companies need effective selection and recruitment strategies based on cultural and cross-cultural principles. The process of international staff recruitment and selection can be described as something rather complex in its nature. Staff recruitment hampers people from integrating into the organization. The same thing can be told about organizational and Human Resource (HR) strategies. The combination of the two is often corrected with the successful outcome of these processes. Matching the right applicant to the right job is very complicated process that is comprised of many important procedures. In addition, there are many useful procedures that are used for management and governing the work of HR practitioners.
Discussion Section
Problem Identification
The main problem faced by ComInTec is inability of its HRM to understand to complexity of international selection process and adapt its current strategies to new environment. The management team did not take into account the fact that in staff selection, analysis of cultural differences is very useful for the company since it can bring important changes in the functioning of organization. The combination of the two is projected to facilitate the effectiveness of organizations functions further implementation. This fact is very important for the peoples activities since it enables people to fulfill a complex assessment of any changes or strategies. A cross-functional project team requires effective leadership and training of employees in order to work in a new cultural setting. For some reasons, the companys leadership neglected threats and weaknesses of the proposed approach (Compton et al 2002).
Selection and Recruitment Issues
The same thing can be told about the importance of the recruitment and selection process. Both factors play a vital role for the overall organizational competitiveness. The approach to the whole issue is projected to have numerous consequences. The combination of these things is very important for the further success of organizational performance. The idea has been emphasized by many authors many of which have showed a very good job performance. The major emphasis has been put on reiterating the importance of the recruitment and selection processes (Irwin, 2003).
At present, the organization is undergoing many important changes. The major part of the changes is caused by the need to respond to the constant changes that take place within human environment. Many of these changes are caused by the interplay of numerous factors, one of which is the environment. The structure of the organization is one more thing that will be discussed in this paper. In the majority of cases, the structure of the organization correlates with numerous important changes. Many of these changes are projected to take place within the organization. The combination of the two is projected to change the structure of the organization and to improve its efficiency. The major part of the jobs that has been created by the organization are redesigned to improve efficiency of the organization. Cost reduction remains to be an important prerogative of the organizations performance. Many of the changes can be described as economically inspired. This tactics has been criticized as the one that had a detrimental impact on the productivity of the workforce of any organization. In many cases, the failure of the organization to acknowledging the job requirements often occurs after the numerous fundamental organizational changes that take place within the organization.
Potential Solutions
In order to overcome cultural conflict and create effective and dynamic team, Koch should introduce cross0cultural strategies and selection tools which meet the needs of all employees. Geocentric approach would help the company to create cohesive team and avoid discrimination and cultural differences. A new tool is being used in pre- -employment selection. The tool is often referred to as a behavioral analysis. A psychological test is founded on a strong psychological base. This base is often retrieved from the side of the employee or applicant. The cultural policies with consider to multiculturalism introduces equivalent mapping with consideration to relations along with culture in diverse states and societies that progressively more access each other throughout cultural products and trade of cultural goods. On the other side, the evaluation of cultural diversity within needs analysis of the national crack of associations among cultures, state public policies analysis and their distribution scope, diverse instruments that are being applied as well as the level of respect of basic standards agreed at international level (Irwin, 2003).
The geocentric staffing can be used for numerous purposes. The first and the foremost important purpose is assisting human resources manager in placing applicants in positions that best suits the psychological base of the people. Background check should be regarded as an important selection tool. A marked disadvantage to this tool is always present in the society. Leaving the new employer clueless to crime is one of the things that mist be done by the supermarket managers. The tool is used to influence a number of hiring decisions that have been mentioned in the reference check. The human resources team is strongly recommended to make sure that the person that is up for hiring consideration. This measure often coincides with persons need to have an adequate experience at the job (Huo and Napier. 2002).
The proposed solutions and approaches to staffing and selection would eliminate cultural, communication and personal differences. Psychological bases are usually associated with a number of important reactions, emotions, reflections, opinions, action, and thought. It is especially true for people who might find themselves under pressure. In the case a person finds herself under pressure, she is exposed to go through many rather complicated things. One of these things is the tendency to automatically fall into one of the above mentioned categories. The major revelation of the study is that event is largely influenced by a stressful situation. The base shows the tendency to remain the same throughout the whole life of a person. It means that there are many situations when a person might show the tendency to deal with a traumatic experience for 18. The analysis of the whole issue shows that many of the categories show the tendency to fall second to their psychological base. This is typical for the period of time when people show the tendency to move back to their base (Hollings, 1998).
The same thing can be told about the reference checks. Many of these checks are projected to give people important information that pertains to the numerous items that are used at the supermarket. Many of the previous employers showed a great level of reluctance to reveal people the information that pertains to the activities of the former employees of the organization. This information was especially important when to talk about the cases when former employees have been sued for not being able to give good recommendation information that pertained to the needs of the former applicant (Compton et al 2002).
Impact of Solutions of the Companys Performance
Cross-cultural relations are supposed to be accepted as a prescription and thus dealt with in a proper way. But what is more important, the changes in the attitude must occur from top to bottom. The existing attitudes have to be studied and considered in order to find out the ways of dealing with them. Each bias and each prejudice has to be examined and inspected in order to find the way of dealing with it. The correct attitude is supposed to become a way of thinking in order to be effective and to influence the state officers behavior. The case study shows that for entrepreneurs, the host culture may also define the social class and ethnic origins of employees joining the organization as well as clients and customers it serves. In addition, the host culture represents the character of the political climate of an organization, the degree to which it is friendly or hostile (Compton et al 2002).
Ethical and Social Responsibility Questions
In ComInTec, ethical sensitivity to the nuances of host culture assures the continued openness of the organization as part of a larger social system. Coming to know the identity of organizations evokes the personal meaning, experience, and perception of organizational life in the minds of individual member. Gaining access to members organizational experience helps us better understand individual and collective motives that govern their behavior and enables us to distinguish otherwise similar organizations from one another. This includes the network of repeated interpersonal strategies for coping with (defending against) interpersonal and organizational events that are stressful and perceived as threatening. f it can be agreed on that ethical behavior is legal behavior plus some other element, then it is important that this additional element be identified, if possible. At first blush, many people will probably agree that this additional element is the collection of moral principles and values of what is right and what is wrong and what is good and what is bad, as determined by group behavior or by some member of the group.
References
Compton, R.L., Morrissey, W.J. & Nankervis, A.R. 2002, Effective Recruitment and Selection Practices, 3rd edn., CCH Australia Pty Ltd., Australia.
Hollings, S. 1998, New options drive facelift for basic recruiting tool, HR Monthly, pp.32-33.
Huo, Huang & Napier. 2002, Divergance or Convergance: A cross-national comparison of personnel selection practices, Asia Pacific Journal of Human Resources, vol. 40, No. 1.
Irwin, R. 2003, Study Guide: Staff Selection and Appraisal, Southern Cross University, Lismore.
Krause, D. E., Plske, P. 2007. Development of a Multinational Personal Selection System. IVEY.
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