Staffing Policies in HRM: Ethnocentric vs. Polycentric vs. Geocentric

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This presentation provides an overview of staffing policies in Human Resource Management (HRM). It defines staffing policy as the selection of employees with specific skills for particular jobs, serving as a tool for corporate culture development and strategy implementation. The presentation details three main approaches: the ethnocentric approach, which relies on parent-country executives to maintain corporate culture and structure; the polycentric approach, which utilizes local employees for better market understanding and organizational learning; and the geocentric approach, which selects individuals based on qualifications regardless of nationality, promoting motivation and efficiency. The presentation concludes with questions prompting reflection on the best staffing policy and the advantages and disadvantages of each approach, supported by a list of references. Desklib offers a wealth of similar resources, including past papers and solved assignments, to aid students in their studies.
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STAFFING POLICIES IN
HRM
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WHAT IS STAFFING POLICY?
Selection of employees
possessing specific set of skills
for a particular job.
Tool for development ad
promotion of corporate
culture.
It is also used to help the firm
in the implementation of the
concerned strategies (Ruan, et
al., 2013).
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THE ETHNOCENTRIC APPROACH
Management
executives of the
parent country
Helps the company in
maintaining the
culture of the
corporate
It gives the company
a continuity in the
structure
Policy is employed
when the company
has global
standardization
strategy
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THE POLYCENTRIC APPROACH
The idea is that local
people understand the
customers better
Facilitates organizational
learning on local markets
Eliminates the issues that
expatriates from the parent
country have while posted
in a different country
Increase chances of better
performance as the people
have better knowledge of
the market
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THE GEOCENTRIC APPROACH
Selecting a person for the
position based on their
qualification skill and ability to
fulfill the requirement of the
position.
Regardless of the nationality of
the person
Motivates and encourages the
employees
Does not support any kind of
discrimination
Ensures the best person for the
position is appointed, thus
improving the efficiency
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QUESTIONS
Which one do you think is the
best form of staffing policy?
Why exactly would an
organization adapt to the
geocentric policy of staffing?
How is ethnocentric staffing
policy harmful?
Can you tell us about some of
the disadvantages of
polycentric staffing approach?
What are the drawbacks of
geocentric staffing approach?
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REFERENCES
Ruan, K., Carthy, J., Kechadi, T., & Baggili, I. (2013). Cloud forensics
definitions and critical criteria for cloud forensic capability: An overview of
survey results. Digital Investigation, 10(1), 34-43.
Garrett‐Rucks, P. (2013). A Discussion‐B ased Online Approach to
Fostering Deep Cultural Inquiry in an Introductory Language
Course. Foreign Language Annals, 46(2), 191-212.
Perlmutter, H. V. (2017). The tortuous evolution of the multinational
corporation. In International Business (pp. 117-126). Routledge.
Majaro, S. (2013). International Marketing (RLE International Business): A
Strategic Approach to World Markets. Routledge.
Jack, G., Zhu, Y., Barney, J., Brannen, M. Y., Prichard, C., Singh, K., &
Whetten, D. (2013). Refining, reinforcing and reimagining universal and
indigenous theory development in international management. Journal of
Management Inquiry, 22(2), 148-164.
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