A Report on Staffing Policies and Practices for Managers

This report examines various staffing policies, including ethnocentric, polycentric, and geocentric approaches, with a focus on their impact on staff morale, productivity, and business outcomes. The report emphasizes the importance of cross-cultural training and communication to facilitate expatriate adjustment and integration. It also addresses factors influencing compensation, such as cost of living, currency exchange rates, and additional allowances. Furthermore, the report explores the benefits of expatriate assignments, highlighting the opportunities for professional and personal growth, and the development of valuable experience. References to relevant literature are included to support the analysis. The report is a comprehensive resource for understanding and implementing effective staffing strategies.

Assignment:
Answer 1: Polycentric staffing policy is adopted to increase staff morale and productivity. It also
offers better business results as the employee from the host nation would have better information
about the market as a whole. Ethnocentric staffing policy should not be chosen as that creates a
cultural differentiation and the individual might not be aware of the best techniques to employ for
marketing. Geocentric staffing policy would not be adopted also so that the best results can be
achieved by the person of origin in the host country (Techo, 2016).
Answer 2: It is important to communicate the cultural differences and train the expatriates on the best
policies that they can adopt to actually blend in. The managers will be given tutorials through which
they can get acquainted and develop a friendly relationship with the staff. Observance techniques
will be taught through which expatriates can learn from the conduct of others (Waxin and Panaccio,
2005).
Answer 3: The factors that lead to a potential increase in the pay may be the difference in the cost of
living, the exchange rate of the currency, the transportation costs, the taxation regulations and the
additional allowances that the person might need to cover the costs of admission of the children in
educational institutions or the time frame by which the spouse would need time to locate a new job.
Answer 4: Yes, I would like to be become an expatriate manager as I would like to travel and see a
new country, I would like to know about the culture of another country and the opportunity would
give me considerable amount of experience that I can showcase on my resume later. Such jobs give
immense amount of experience and benefits that a professional would like to have. New experiences
can help with personal and professional evolution both.
References:
Techo, V. P. (2016). International Staffing – Strategic Considerations for Different World Regions.
DOI: 10.13140/RG.2.1.1589.4640
Waxin, M. and Panaccio, A. (2005). Cross-Cultural Training to Facilitate Expatriate Adjustment: It
Works! Personnel Review.