Human Resource Management: Scope, Analysis

Running head: HUMAN RESOURCE MANAGEMENT
International human resource management
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HUMAN RESOURCE MANAGEMENT
Table of contents
Local staffing options.................................................................................................................2
Compensation options................................................................................................................4
Training and development needs of a local and parent company manager...............................6
References..................................................................................................................................9

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Local staffing options
The current business requirements in Kuala Lumpur, Malaysia have been legalized in the
parameter of the recruitment and selection. Foreign work visa applications have been
simplified for the candidates coming from the foreign countries. Brain drain in the other
countries have compelled Kuala Lumpur, Malaysia to encounter major losses in the
management of the human resources, that is, the people. The fertility rate is currently low and
considered to be one of the main factor for supplementing the local workforce. Open
immigration policies acts assistance for developing balance in the talent management (Kim,
Chung & Brewster, 2019).
Fair Consideration Framework helps in applying the legal requirements into the process
of selection and recruitment. The main aim in this context is to ensure that the workforce
have proper access to the job opportunities. Under the framework, it is ensured that the
companies register in the National Jobs Bank portal for advertising the vacant post of
manager. The requirements are different for the candidates to be recruited at different levels.
These differe-nces have been briefed to the companies. Non-complaint hiring practices
relates to the unfair hiring practices towards catering to the foreigners. Supervision from the
Ministry of Manpower is assistance for averting the illegal instances (Ayentimi, Burgess &
Dayaram, 2018).
Talent shortages in the fields of data analytics, programming, artificial intelligence and
cyber security adversely affects the growth plans. Outsourcing the requirements to the
external agencies and setting overseas teams are effective in terms of expanding the scope
and arena of the business. Guo, Rammal and Dowling, (2016) is of the view that global
competitiveness is to be identified for practicing efficient global recruitment and selection.
Tracking of the knowledge and experience is of crucial importance in terms of covering all

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criterions. Change management models are to be embraced for mapping the current
conditions of the labour market before setting the criterions of vacancies.
Exploitation of the proposed changes is flexible in terms of mapping the competencies
towards recruiting skilled and efficient managers. In this context, ethnocentric approach can
be applied for assessing the strategies to hire the managers from same nationality of the
multinational enterprise based in Brisbane. Choosing only the candidates of Brisbane to
work in the Kuala Lumpur, Malaysian outlets would reflect the adoption of anethnocentric
approach, where the higher level posts can be filled by the expatriates. Crucial linkages are
established between the parent country and the host country operations (Sun, Zhou & Lei,
2019). The interests of the headquarters is emphasized for conducting the recruitment
processes according to the requirements.
As a matter of specification, the selection and recruitment is conducted in four stages in
this approach: self-selection, creation of candidate pools, technical skills assessment and
developing mutual understanding through unbiased decisions. Self-selection reflects the
capability of the employees in terms of undertaking the decisions regarding securing the
future in the international markets. Preparation of the database is done according to the
international operations. As per the arguments of Malik, (2018), technical skills assessment is
conducted for analysing the collected data in order to select the suitable candidates for the
post of manager. In this context, consent from the candidate is of utmost importance to
expose ethical compliance.
Mention can also be made of polycentric approach, which limits the strategic
management in the selection and recruitment from the nationals of the host country, which is
Kuala Lumpur, Malaysia. Gradually, the operating costs is reduced for aligning the business
with the requirements of the foreign country business. Lussier and Hendon, (2017) highlights