International Staffing and Cultural Difference

INTERNATIONAL
STAFFING AND
CULTURAL
DIFFERENCE

Introduction
■ This presentation states about various challenges do
contemporary organizations face with their international staffing
approaches in the context of cultural differences.
■ One real life corporate example is also presented in relation with
relevant theories or concepts.
■ At last, creative solutions were recommend for organization on
this issue.

Overview
■ Operating human resource across cultural and geographic
boundaries often found challenging and difficult for the
organisations.
■ As the business started to expand into global marketplaces or as
they start recruiting employees from diverse cultural and
geographic backgrounds, they may face various approaches
towards cultural diversity and differences in order to synchronise
individual goal with the organisational mission and strategies
(Stahl et al, 2012)

About IHRM
■ International Human Resource Management (IHRM) is an
innovative and dynamic changing extent with including various
HR practices in the international marketplace. Tarique & Schuler
(2010) defined it as a club of actions used to control and manage
all the resources at global level to attain the company objective
effectively.
■ One of the key advantages of global HRM is to create awareness
related to cross cultural activities through the geographical
boundaries as with advent to strong forces of globalisation, it is

Challenges do contemporary
organizations face with their
international staffing
■ Conferring to a New York Times report, there are only 5 African-
American CEOs out of Fortune 500 corporations (Donnelly, 2018).
This shows that how much cultural difference impacts
international HR practices of an organisation.
■ The cross cultural challenge just starts with finding sources of
recruitment and selecting the right channels of job marketing is
the very first step on the way to hire the best applicant for the
vacant position (Daim et al, 2012)

Challenges do contemporary
organizations face with their
international staffing
■ The next thing is the CV screening as individual from different
cultural backgrounds have un-similar way of presentation of CV.
For instance, in most of Asian nations like China, South Korea and
Japan, applicants often treat education as the most significant
aspect in resume/cv and therefore, place the related information
on top just right below personal information.
■ On the other hand, Western recruiters generally assess resume
depend on applicant experiences and skills.