Comprehensive Report: Global Human Resource Management and Staffing

This report, focusing on global human resource management, addresses key issues in global staffing faced by multinational corporations. It highlights challenges such as talent management, strategic mobility, and the emergence of non-employees. The report discusses the use of expatriates, training and development, recruitment, and compensation. It proposes solutions like diverse sourcing channels, strong leadership, and honest communication to retain staff and reduce costs. The report also emphasizes the importance of diversity in the workplace and diverse recruitment practices. Risks and limitations of sourcing methods are also discussed, including potential issues with hiring practices. The report concludes by highlighting the need for organizations to evaluate their selection processes and address issues like cultural barriers and family problems faced by employees in international assignments.

Running head: GLOBAL HUMAN RESOURCE MANAGEMENT
GLOBAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

1GLOBAL HUMAN RESOURCE MANAGEMENT
Date: 15 Feb 2020
To: All employees
From: HR department
Subjective: Issues in Global Staffing
The HR department is writing a letter for providing information regarding the current
issues in global staffing.
Summarization of Key Issues
Global staffing can be stated as the major issues which are being encountered by
multinational corporations concerning the home, employment, host and third-country nationals.
It is mainly done for filling up the position in their headquarters and other operations. This
merely remains as one of the major area for research in the domain in IHRM.
The main notion of research is all about identifying the staff research and look for a
future course for complete research in the given area. This merely provides for long term
establishment of recognition regarding the importance of global staffing for strategic objective of
the organization. The review is completely influenced by the point that an organization can
easily approach issues of staffing. There are merely three issues in case of global staff issues like
the emergence of global talent management, strategic approach for mobility and emergence of
some non-employees.
The organization makes use of three purposes for making use of expatriates like filling up
international position, management development and control coordination. It helps in complete
transfer in the organizational culture.

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Some of the key issues which are faced in global HRM are training and development,
recruitment and selection, career planning and management and compensation and benefits.
Overall transfer of training techniques in a difficult culture which is difficult for both trainers and
trainee. Trainers aim to work with the setting of multicultural which requires to be sensitive as
per trainer needs.
International compensation and benefits of policies aim to completely vary in most of the
firm. Most of the organization aim to offer an assumption which is based on financial benefits
that leads to international performance.
Method of Addressing the Problem
There a large number of methods which can be used as a key solution for the provided
problems like diverse sourcing channels. There is a need for looking for resources from
extensive experience at the time of hiring consultants. In addition, new graduates can be even
recruited and there is a need for providing training to them. At the time of troubled financial
times, it is very much easy to take up the backseat until and unless the road becomes much clear.
Organization need to come up with strong leadership so that it can prosper than ever. There is
need for providing direction which can give confidence to employees. It merely helps in building
a strong base for faithful staff. There are many business which can effectively retain the loyal
staff members for meeting both future and current challenges. Assuring the point that people
have all the information stand out to be the foundation of any good relationship. Being
completely honest with employees is very much important as there is some serious concern for
dealing just outside the office. Most of the firm needs to take into account different functions that
can help in reducing the overall cost. In addition, the organization need to take good care of the

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employee who may be eliminated. Organization needs to focus on the ways of sharpening the
skill, personal and technical. It will help the staff members to completely engage so that they can
provide the required services for sustaining of organization.
Evidences to support the addressed problem
Diversity in the workplace can be stated as the concept which reflect the idea of makeup.
In case of global staffing, there is need for a variety of people who are from different culture
background and knowledge. It is merely inclusive of diversity with respect to socio-economic
level, religion and sexual orientation. Diversity merely falls under two categories, that are
inherent diversity and acquired diversity. Diverse recruitment is all about the practice of hiring
candidate by making use of process which are completely free from biases. It is completely
against any individual or group of the candidate. Diverse recruitment aims to provide huge
number of tangible benefits with respect to performance, performance and lastly innovation.
Business world is completely changing at a rapid rate where the program needs to have a
proper pace. International assignment has been managed for being high-touch and low-activity
volume. The new need for global mobility stand out to be a driver for four major aspect of
challenges like business environment, internal expectation, talent environment and compliance
environment. Globalization stand out to be need for global mobility required for increasing
number and range of internal assignment. Global talent focus on ageing workforce and decline in
interest and technology which creates a shortage for critical talent. For survive and thrive, the
organization need to find some ways for tapping into the world talent.
Risk and Limitation of Proposal

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Sourcing stands out to be an important aspect of talent acquisition method. There is need
for building some effective and pool of job seekers for hiring when reacquisition is opened. An
effective sourcing strategy in the domain of recruitment aims in ensuing the organization growth
or employees which create the training need. Recruiters do critical mistakes when they aim to
source candidate as soon as it is opening. Hiring even take a much longer time at the time of
employment using the best recruitment software. Some of risk in hiring employees through the
diverse channel are given below like
 Managers who are not trained with respect to interviewing
 Inconsistency in hiring practices
 Getting the right fit for the right role
 No kind of coverage for protecting the employee against different kind of practice risks.
An organization with global mobility program completely understand that not every
assignment will be completely done. The mere focus of the organization is all about reducing the
reason behind the failure of the expatriate. An organization needs to make an evaluation with
respect to process of selection and hiring so that the same scenario is not repeated with another
employee. In the international assignment, some of the issues encountered by employees are
cultural barriers, family problem and health problem. The statistics of expatriate failure
highlights the family problem which stand out to be the main reason.
Thank you for your co-operation

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