Recruitment, Selection, Development, and Retention in Organizations

EXAM

TABLE OF CONTENTS
SECTION — A................................................................................................................................1
Q.1...............................................................................................................................................1
SECTION — B................................................................................................................................4
Q.2...............................................................................................................................................4
Q.4...............................................................................................................................................6
REFERENCES................................................................................................................................8

SECTION — A
Q.1
Recruitment
A recruitment policy is a message on how the company hire the employees for their
organization (James, 2012). It figures out the company's preferred hiring practices and promotes
consistency within the organizational employee recruitment process. The primary aim of the
recruitment and selection policy is to make sure a crystal clear and justified process that can
assist the HR managers to select the correct candidate on the basis of requirements of the
position of the job. There are three approaches to recruitment in global companies are:
1. Ethnocentric Staffing Policy: Ethnocentric approach means hiring candidates from
native country to fill positions all over the world into different branches of the
organization. This activity consists of relocating one of the existing employee who is a
permanent resident of the parent country or hire a person from parent country who wants
to settle down in the host country (Christie, 2020). This method has been used by the
institutions when they open new branch office at a new country, so it would be easier for
the policies and procedures of the organization to transfer existing employee from native
place to host country rather than recruiting new employee at new place. For instance
Hitachi follows the ethnocentric approach into its recruitment process which helps the
company with number of advantages such as:
— The transfer of technical and business expertise of emigrants.
— Transfer head-quarter's culture to foreign operations.
— Political understanding.
— Effective communication among head quarter's employees and branches peoples.
— Personnel development.
— No requirement of well-developed global interior socio-economic class market.
However, Hitachi feels some drawbacks with respect to this approach towards the organization
are:
— Native country experiences difficulty to adjust in international market place.
— Complicated personnel planning procedures.
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