Global Human Resources Management: Examining Concept, Impact, Factors and Techniques

This report examines the concept of global staffing, its impact on business performance, factors and latest trends affecting global staffing, and effective recruitment and selection techniques to enhance global staffing. It includes a literature review on the concept of global staffing, its impact on business performance, factors and latest trends affecting global staffing, and effective recruitment and selection techniques to enhance global staffing. The report also provides recommendations for MNCs to implement the Geocentric Approach for successful global staffing.

Global Human Resources
Management
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LITERATURE REVIEW................................................................................................................3
Theme 1: Examining concept of global staffing:........................................................................3
Theme 2: To identify impact of global staffing on business performance:................................4
Theme 3: To identify factors and latest trends affecting global staffing....................................5
Theme 4: To evaluate effective recruitment and selection techniques in order to enhance
global staffing..............................................................................................................................7
RECOMMENDATIONS.................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Global Staffing simply defines as a management of the company who recruit and hire the
people from diverse culture and countries in their organisation from where the company can be
able to adopt the effective results and outcome. In this current generation, there are many and
different organisation who are facing the issues in the global staffing with regard to employment
of home, host and third country. The issue of global staffing is required to be considered by the
management of the multinational corporations so that the company can be able to grow and
develop successfully. The report will demonstrate the concept and brief about the global staffing
and how it affects the business performance (Reilly, P. and Williams, T., 2016). In order to
overcome this issue the companies has to keep their focus on the recruitment area of the global
staffing and need to implement the different techniques to achieve the higher growth and
successful results.
MAIN BODY
LITERATURE REVIEW
Theme 1: Examining concept of global staffing:
According to Guo, Rammal and Dowling, (2016), global staffing is one of the most important
thing for every business organization as this allow them to become hire candidate from all
around the world. Global staffing is not new concept in human resource management process,
every multinational company hire candidate from different nation. Multinational organization
depend global candidate as they carry more diverse knowledge, it is very clear that every
candidate have knowledge of their local market and condition of the economy. Global staffing is
adopted by business organization to ensure they hire diversity in the workplace and diversity
have their own benefit to the business organization, company perform international hiring only
on the need which means if there is need to hire international candidate the only company will
focus on global staffing otherwise, business will demand local candidate as to cover
unemployment as well in the country.
Global staffing have certain benefit for the company but limitation can be seen when
company adopt global staffing for example; cost will be hire, international candidate might
demand higher salary and international hiring is complex as well. Company that are SME do not
focus on global staffing because they do not have budget to hire these staff members, MNC
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practice global staffing to resolve critical issue. Hiring local is quite beneficial and easy process
for the company as compared to global hiring, local staffing means hiring local and making them
part of the workplace. Filling workplace with international staff member might be challenging
for the business because conflict, international candidate might not understand policy and
procedure of the company.
Global staffing concept was introduce in international human resource management
practice, in today’s modern HRM practice, company adopt international hiring because of certain
reason for example better workplace environment or promoting innovation in the workplace
(DeVaro, 2020). Business who have concept of global staffing might not worry about conflict
because they believe their policy and procedure meet demand of even international candidate. It
is very clear that filling workplace with diverse or international candidate is risk as well, global
staffing is only beneficial if company have strong HR policy.
MNC perform global staffing for two major reason; at first they want workplace to be
effective and local candidate to be more professional. Second, company perform international
staffing under pressure of the country in which they are dealing in. There are many cases where
company MNC have to forcefully hire international staff to show they care for the country in
which they are dealing. Market of particular country want MNC to give chance to local
employee as well to show their talent, many MNC do not hire local candidate still deal in
particular market because their HRM policy do not suit condition of the particular market.
Forcing company to hire local might impact their performance. Global staffing is beneficial but
when company want to perform international staff not forcefully implemented by market
condition of the country.
Theme 2: To identify impact of global staffing on business performance:
According to Searle and Al-Sharif, (2018), global staffing is critical issue faced by the company
which impact their performance in both positive and negative way, global staffing is beneficial
for the company as this hire international talent in the workplace and allow company to become
stable. However, global staffing has certain drawback as well for example conflict in the
workplace, lack of interest, insufficient knowledge about workplace and human resource
management policy of the company. Global staffing has both positive and negative impact on the
business performance, these are:
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Positive impact means global staffing become beneficial for the company, this may include
increase in sales due to diverse and wide knowledge, innovation is promoted, experience will be
shared. It is very clear that company need global staffing to acquire international talent, there are
many cases where international staffing become turning point for the company for example with
the help of global staffing, company hire manager that from different nation that might have
more knowledge about business management. Impact of global staffing can be seen on sales of
the company, on workplace environment, on brand recognition and reputation of the company,
on employee retention, on diversity in the workplace and there is certain other positive impact of
global staffing on the business organization (Sołek-Borowska and Wilczewska, 2018). However,
there are certain negative impact of global staffing as well, these are.
Negative impact means conflict in the workplace, global staffing is one of the most challenging
task for the company because examining and hiring international candidate that suit company is
quite challenging. Global staffing might become reason for overall business failure because
diverse people in one workplace create conflict and impact performance of business as well as
employee, apart from conflict, company will face unnecessary cost to find right talent and to hire
talent in the workplace (Greer and et.al., 2016). Global staffing impact company’s performance,
employee performance, policy of the company, workplace environment, employee turnover,
conflict in the workplace and lack of support. Global hiring have more drawback when it is
implemented in human resource management process for example due to global hiring, language
become an barrier, candidate from international market might have different language that do not
suite common language of the workplace. Other employee of the workplace might face
challenging to communicate with international candidate, language and lack of information about
the working might impact other employee and allow them to work less effectively. Global
staffing is not easy process for the company, only MNC can hire and manage international
candidate in the workplace.
Theme 3: To identify factors and latest trends affecting global staffing
According to Eash, (2016), there are different factors and latest trends, which are putting the
wider impact on the global staffing by the human resource management. It has been already
known that HR management of the companies are responsible for hiring and recruiting the staff
for the company where they face the issues in the global environment. However, according to the
author, it has been stated that political factors are one of the major reason behind the difficulty in
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global staffing areas. Political risk conditions create an environment of uncertainty where it
becomes necessary for the human resource management to manage them in the effective order by
controlling the situation by imposing the policies and practices. Even, the political factors also
send the PCN employee, which creates the difficulties in hiring the global staff for the
multinational corporations. Along with this, the author also said that legal factors also influence
the staffing where legal authorities operates an unstable legislation related to the employment
which becomes harder for the companies to hire the global and diverse staffing at their
organisation. Modification and changing the laws and legislation concerning employee and
employment areas puts the bad or negative impact on the company where the human resource
management suffers from issues in the recruitment procedure.
Similarly, Karem, Mahmood, Jameel and et.al., (2019) has said that beside the political
and legal factors the development and enhancement of the technology is also the major issue
which impacts the global staffing of the companies. Many companies look for the candidates to
have the extensive technology training from where they can utilise the advance technology in the
hiring an recruiting process of the employee or the innovation in the technology from where they
can easily replace the human being to the automation process where less number of employee
will be required. In addition, many companies select and retain the employee who is similar and
adopting the same, cultural values from where the employee and candidates can be able to
understand the each other culture effectively. However, some international firms face the issue in
the global staffing due to socio-cultural factors where the management of the company do not
able to understand the different culture which deliver the problem to the human resource
management of the company in the recruitment process.
In the socio-cultural factors, it becomes harder for the management to understand their
culture, which directly affects the productivity of the company and results negatively. In
addition, the demand or unrealistic employer expectation is one of the big reasons behind the
issue of global staffing as employers offers the low salary, no benefits like medical insurances
and do not provide the flexibility as well and even no opportunities to develop themselves which
makes the hiring more difficult at the international areas. Thus, there are different factors which
impacts the staffing of the MNC’s and provides the unsatisfied outcome which leads the
company to suffer from less employee number.
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Theme 4: To evaluate effective recruitment and selection techniques in order to enhance global
staffing
As per the Wood and Ogbonnaya, (2018) it has been said that the MNC have to implement and
adopt the techniques from where they can easily recruit and hire the candidate in global
environment by making and providing them fruitful offers. Keeping the employee satisfied can
help the management to grow and develop where the initial stage of achieving the set goals of
the company is the effective hiring process. Keeping the well-structured plan for the recruitment
by the human resource management can easily help the company to attract the candidates in
definite manner and can be able to obtain the successful result and outcome. According to the
author viewpoint, recruiting the candidate internally will help the HR management to hire the
suitable and right candidate easily. The internal recruitment process generally defines as where
the existing employee tells their contact people about the vacancies and good management
system where from the references of the existing employee it becomes easier to hire the correct
and suitable candidate for the international staffing process. It helps the HR management of the
companies to hire the people by internal recruitment process where they also offers the benefits
to their existing employee for helping them in the hiring process. The benefits can be given in
different ways whether the incentives or gaining the more holidays leaves in a year. Thus,
internal hiring process is the best technique and effective one, which can make easier for the
global staffing.
Alternatively, van Esch, Wei, and Chiang, (2018) it has been argued that internal
recruitment strategy is not that much effective than using the social media platform for
encouraging the global staffing for the company. Social media is one of the best key object and
process, which can help the human resource department in hiring the global staff and employee
at their companies. Social media is the biggest platform, which is utilised by maximum amount
of the people all over the world where being active at the social media and using that for the
hiring procedure will reflect the successful outcomes to the company. Using the social media as
briefing the people about the vacancy and informing them the most relevant and important
details which an individual person look while searching for the job so that they can easily
understand the companies requirements and expectation from the new candidate where the
company can be able to get ensure the people about their job roles and positions which will
reduces the contradictions at the time of the interview process. However, the international
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companies are required to adopt and implement the different strategies and techniques which
they can utilised for obtaining the better and successful result in the process of hiring and
recruiting the staff people all around the world. Accordingly, using the different kinds of
techniques by the human resource management can support them in order to attract the
candidates of global surrounding and can effectively hire the people in successful manner.
RECOMMENDATIONS
In the above report, it has been identified that the different kinds of business and companies
especially MNC’s are facing the issues in the global staffing from where the company cannot be
able to obtain the effective results and outcome. Accordingly, it has been recommended that the
companies should implement some strategies so that they can be able to apply the global staffing
in the appropriate manner. The MNC’s has to implement the Geocentric Approach for the
excellent results where this model or approach describes that the method of international
recruitment and hiring where the international firms do not consider the person of their
nationality only either they hire the suitable person for their job perspectives. This approach can
be utilised as MNC can develop the pool of senior executives and assistants along with the
international experiences and their contacts can help them to grow across the world. In addition,
it also helps the management of the MNC to share their knowledge and learning to each other
employee and can encourage the innovation, which will help the overall company performance
in appropriate manner. Global staffing is one the main reason behind the success of the MNC’s
where they can be able to work together and can achieve their set goals. The human resource
management of the company should implement and apply this kind of approach to hire and
recruit the successful global staffing.
CONCLUSION
The report has concluded the importance of the human resource management where they
have the responsibility to hire and recruit the global staff to make their company grow and
develop successfully. In this report, it has included the concept of global staffing where it is
important to be considered for obtaining the effective results. In addition, it has mentioned the
impact of global staffing on the overall company performance along with mentioning the
different factors, which affects the global staffing. At last, it also mentioned the effective
strategies and techniques, which can provide the effectiveness in the recruitment and hiring
process.
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REFERENCES
Books and journals
DeVaro, J., 2020. Internal hiring or external recruitment?. IZA World of Labor.
Eash, D.E., 2016. Polycentric Staffing.
Faulconbridge, J. and Muzio, D., 2016. Global professional service firms and the challenge of
institutional complexity:‘Field relocation'as a response strategy. Journal of
management studies.53(1), pp.89-124.
Greer and et.al., 2016. Strategic staffing and small‐firm performance. Human resource
management, 55(4), pp.741-764.
Guo, Y., Rammal, H.G. and Dowling, P.J., 2016. Global talent management and staffing in
MNEs. Emerald Group Publishing.
Karem, M.A., Mahmood, Y.N., Jameel, A.S. and et.al., 2019. The effect of job satisfaction and
organizational commitment on nurses’ performance. Journal of Humanities and
Social Sciences Reviews. eISSN, pp.2395-6518.
Reilly, P. and Williams, T., 2016. Global HR: Challenges facing the function. Routledge.
Searle, R.H. and Al-Sharif, R., 2018. Recruitment and selection. In Human Resource
Management (pp. 215-237). Routledge.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment
process. Economics and Culture, 15(2), pp.25-33.
van Esch, E., Wei, L.Q. and Chiang, F.F., 2018. High-performance human resource practices and
firm performance: The mediating role of employees’ competencies and the
moderating role of climate for creativity. The International Journal of Human
Resource Management. 29(10), pp.1683-1708.
Wood, S. and Ogbonnaya, C., 2018. High-involvement management, economic recession, well-
being, and organizational performance. Journal of Management. 44(8), pp.3070-3095.
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