RECRUITMENT AND SELECTION

Critically Evaluate How Culture Influence International Recruitment and Selection



Critically Evaluate How Culture Influence International Recruitment and Selection

Introduction

The international organizations routinely develop investment plans to enable them to achieve their goals, and it is equally important though less common to develop plans about the staff. There are many reasons due to which Human Resource Management is critical towards the success of an organization and for meeting its goals and objectives. There are various companies, which exert lots of efforts in order to meet the needs of the employees to create a supportive atmosphere for increasing their productivity levels.

Global HRM Activities also includes the observation of the performance of each employee and find out capabilities of the employees and utilize them wherever need and the requirement. It is a very important step in the quest for efficiency and performance in any organization since the consequences of poor recruitment are enormous and can be probably fatal to the company.

Culture helps people in organizations to act intelligently, providing justification for their behaviour. In companies where the risk is valued, a man comes at him, knowing that if it fails it will not be punished and that the failure will be lessons learned for the future. Thus justified actions reinforce existing behaviour, especially when it fits into the situation (Searle 2003, pp. 101). This process is a source of funds to change the culture itself. Because people use culture to justify the behaviour, we can change the culture by changing behaviour. However, the success of this process is necessary to ensure that the people could not justify the behaviour of his new "old" culture.

Impact of Culture on International Recruitment and Selection

In today's world, the role of a human resource manger has been diversified and dynamic. His role extends beyond traditional boundaries and establishes a link with the internal and external customers of the organization. Controller went from being a simple controller for plant personnel to fulfil the role of adviser to the different areas, encouraging the emergence of leaders and talents within each one of them, as well as every employee working together to improve their skills (knowledge, skills and attitudes) in order to generate greater added value to the organization (Roberts 2005, pp. 44).

It has suggested that recruitment and selection are the most critical components of Global HRM. In essence, effective management of these two phases of HRM will ensure that you get the right people in the right jobs. Recruitment includes activities and processes that define employee or volunteer needs and generate a suitably qualified pool of candidates for various positions. Selection encompasses the techniques and methods of choosing the best candidate from the pool that has generated by recruitment.

The induction and orientation of international employees and volunteers is an increasingly formalized process. It can be viewed either as the final step of recruitment or the initial process of training and development. Inductions assist the newcomer to develop a sense of belonging, and provide the employee with all necessary job- ...