ADVANTAGES AND DISADVANTAGES OF RECRUITING EXPATRIATE STAFF EXTERNALLY:
The following are the advantages of recruiting expatriate staff:
- More skillful employees can be hired by hiring employees externally. Fresh talent and energetic blood can contribute innovative ideas to more productive working mechanism.
- Variety of different employees can be assessed and purposeful recruitment would happen.
- By evaluating the external candidates, fair practices of hiring and recruitment incorporates in the organization.
- More competitive spirit establishes among employees to present themselves as a best candidate among all.
- There would be no pressure and internal politics happens in the organization.
- Better growth opportunities for company.
- There would be risk that the new employee will not understand the company’s practices as the internal employees would effectively implement the organizational practices in a better way.
- New employees’ needs to get trained, additional training costs would be incurred.
- The whole process of recruitment would need more time and expertise for arrangement and organization in a better way.
- There might be a possibility that the newly hired employee would not adjust with the organization’s culture and other fellow employee’s attitude and behavior.
- Internal disputes might arise when organization considers external employees for higher posts and better compensation packages rather than considering the employees working internally.
QUESTION NO 2.
BENEFITS OF ETHNOCENTRIC APPROACH TO INTERNATIONAL STAFFING:
- Talent can be retained and transferred to the newly established international organization. The employees can understand the plans and policies in a better way.
- Culture of the existing organization can easily be transferred to new internationally developed organization.
- Competent managers are given an opportunity to serve internationally and get more experience and exposure.
- More coordination and there would be no inter organization communication barriers.
- More concentrated control and management policies.
QUESTION NO. 3
MOST IMPORTANT FACTORS IN THE SELECTION DECISIONS OF EXPATRIATES:
- Technical competency is the first and most important factor to consider while selecting appropriate candidate, the one who can incorporate the key practices of an organization abroad effectively.
- The one selected should be judged on the basis of his/her personality, i.e. the transformational characteristics to adjust and transform according to the culture where he/she is moved.
- The one who understands the language and capitalize this ability in the benefit of organization.
- Willingness to work abroad should also be given priority, if the employee is not willing to move abroad his efficiency or motivational level affects the organizational goals.
QUESTION NO. 4
EFFECTIVENESS OF EXPATRIATES IN TRANSFERRING KNOWLEDGE FROM HOST COUNTRY:
The decision to employ workers from host countries would serve the organization in various ways if the selection of such expatriates done effectively. The expatriates could serve in the following ways to provide benefit in transferrin knowledge from host country.
- The organization’s systems and procedures are well known by the expatriates, this would help the organization to transfer knowledge effectively from one place to another.
- The leadership qualities of the expatriate help to lead the team in the new country where the network is established. Thus by personal attributes and qualities expatriate would serve to the new project.
- If they are provided home support and appraisal from the host country, the performance of the expatriate gets affected, and he transfers the knowledge more effectively.
- The culture of the host organization and the level of communication, i.e. formal or informal network of communication practices in the organization.
- The quality of pre-departure training also affects the level of transferring knowledge from host countries.
QUESTION NO. 5
ADVANTAGES AND DISADVANTAGES OF INVOLVING SPOUSE AND FAMILIES OF EXPATRIATES IN SELECTION PROCESS:
- By involving the families and spouses of the expatriates, the adaptation of the new procedures and practices becomes easy for them and to survive in the new country.
- By involving spouse and families, they become familiar with the new environment and it would contribute to the success of the new venture because of success of employees.
- The overall image of the employer in front of the families of respective expatriates gets better with this suitable measure.
- The new job can be assessed on more realistic grounds.
- In some countries asking about family and personal information is not considered good and might be offensive to some employees. It is considered as a discriminatory measure.
- Involvement of spouse and families might increase pressure on expatriates that would eventually affect their performance abroad. Negative attitudes of families towards the decision are discouraged, because it hinders the capability of the expatriates.
- Spouse has more burdens to handle the family and their approach of moving approach affects the decision.........................
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