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Research Proposal on Recruitment and Selection

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Added on  2019-09-16

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Running Head: Research Proposal: Recruitment and SelectionRESEARCH PROPOSALRecruitment and Selection
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Research Proposal: Recruitment and Selection1Executive Summary The research report mainly focuses on the recruitment and selection of international managers in Bank of Japan. Apart of this, it also focuses on the role of HR and line managers in the design of the company processes. In order to analyse all these things, The Bank of Japan is chosen here. This will gives a glimpse about the banking sector in Japan and their international recruitment and selection process. Bank of Japan is also known as the Michigan. It has its headquartered in Chuo, Tokyo. It plays an effective role in the success of the Japan Economy. The research reportmainly serves as a guide for the academicians who are interested in performing further research in the Banking sector. This research has been conducted by the researcher by consulted different papers which have been written by different scholars. This has been done with the purpose of understanding the research which has been performed previously in the similar area. In order to conduct this study in the desired manner, a questionnaire was prepared related to the research question and distributed to different target respondents who are the members of the Bank of Japan. This study will help the organization and others in getting significant information about the international recruitment and selection procedure of the Bank of Japan and roles and responsibilities of the HR and Line staff in the formation of business processes. It also gives us significant information about the working and growth of the Bank of Japan which helps the researcher in preparing the research report with deeper insight.Chapter 1 1.1IntroductionHuman resource is the most important asset of any business as no business can function withouta manual workforce. The recruitment and management of the human resource are affected by anumber of factors that include economic situation, globalization and the social and culturaltrends of the region where the company is operating. Hence the way HRM is manageddifferently from country to country. Due to the rise of globalization, the scope of human resourcehas changed recently. It is no more a local concept and demands for the knowledge ofinternational concepts and issues in order to manage the human resources efficiently. Thedevelopment of technology has made the human resource more flexible by allowing themanagers to control the situation without being physically present at work. Also, due to the risein the trend of labour mobility, HRM has become a wider concept. “Both demand and supply oflabour are reshaped worldwide due to globalization, creating intensified global competitionamong employers and employees in the global "war for talent", and HR has to deal with thischallenge." The rapid growth of multinational companies gave rise to the phenomenon of InternationalHuman Resource Management. The focus of International Human Resource Management isabout the different practices in different countries so that they can manage the human resource inthe region accordingly. Talking about the social and cultural features of Japan, it is found that the workers in Japan aremore educated, intellectual and talented than the human resource of the United Kingdom. Sincethe banking industry involves direct contact with the clients and customers, there is a growingneed for qualified, courteous and customer oriented representatives. Additionally, the banking
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Research Proposal: Recruitment and Selection2industry is also labour intensive where there is a constant need of workforce requirement almost24 hours. This calls for the need of flexible labour that could work different shifts including dayand night. HRM can be broadly categorized into two types, called Hard HR and Soft HR. In the “hard hrm”the employees are considered to be similar to any other business resource like machinery orcapital. Human resource is viewed as merely a resource to derive profit for the business. Thehumanitarian aspect of the human resource is not given any importance while practising hardHRM. On the other hand, soft HRM considers human resource to be the most important resourceof the company. This approach includes emotional aspect while dealing with human resourcecapital and focuses on the social and cultural areas. The culture identifies how an individual willreact and respond to different situations.Hence depending upon the requirements and objectives of the company, and with reference tothe industry trends and local culture, 4 major HR strategies can be applied by an organization(Tayeb 2005):Ethnocentric – The HR management style of the parent country is applied to the hostcountryPolycentric – when local HR practices are used in the foreign market;Global – when organizational culture is stronger than national cultures and is imposed allover the local branches;Hybrid – when a different approach is applied for each particular case of internalization,depending on the particular host country conditions. 1.2Banking Industry of JapanBanking industry of Japan plays an effective role in maintaining the economic development of the country. During 2015, rating agency named as Moody depicted that the profitability of the Japanese Banks will remain pressured by the low-interest rate environment of the country. Apart of this, it also stated that Japan's banks became the biggest cross-border lenders at the end of the first quarter of July 2015. A large number of Japanese banks looking abroad for different growth opportunities. During 1980 the Banking industry of the Japan experienced a big rise in stock and land prices. This triggered a speculative bubble which gradually seized the whole economy. Moreover, it is also considered that the banks of Japan are the largest banks than the banks of other countries. It has established its reputation in different countries as the biggest cross-border loan provider. A large number f uncertainties are found out in the banking structure of the Japan. These uncertainties do not only influence their working but also the future development opportunities. 1.3Research AimsThe aim of the research is to find out the ways adopted by the Bank of Japan for the recruitment and selection of its international managers. Apart of this, the research also finds out the role of HR and line managers in the design of the different organization processes. 1.4Research ObjectivesThe following are the research objectives identified in this research paper:
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