An Analysis of Virtual Staffing in Multinational Enterprises: A Report

This report provides an overview of virtual staffing within multinational enterprises (MNEs). It begins by explaining why MNEs utilize virtual forms of global staffing, highlighting the need for round-the-clock market presence and the increasing demands for products and services. The report then explores the concept of customer service centers and the global staffing strategies employed to meet customer needs across different time zones. It delves into different approaches to global staffing, including ethnocentric, polycentric, geocentric, and regiocentric approaches, and provides a case study on Microsoft's virtual staffing practices, detailing its selection procedure and the advantages it offers, such as cost and time savings, impartiality, and access to a global talent pool. The report also discusses the disadvantages of virtual staffing, such as the potential for fraud, difficulty in measuring effectiveness, and the challenges in filtering a large pool of applicants. The conclusion emphasizes the efficiency of virtual staffing in recruiting staff, the increasing importance of this method due to rising internet usage, and its positive impact on job markets, particularly for the youth.

VIRTUAL FROM OF
INTERNATIONAL STAFFING
Prepared By

Why MNE’s uses virtual from of global
staffing
Globalization has ushered in and therefore it is the need of
the hour that the markets all around the world performed
round the clock. Anything and everything is just one click
away. In order to meet and fulfill the increasing demands of
products and services, the MNE’s too have focused upon
the markets globally. So that the consumers or customers
can avail the services anywhere, at any place and any time.

Customer services
There is a trend of customer care centers or call
centers that is working round the clock, 24X7. These
call concerned MNE’s are present in different countries
which are a part of different time zones. In order to
meet the requirements of customer in far of countries.
These all centers provide them with all sorts of solution
to their quires. MNE’s staff globally as they require a
workforce which can work locally in the concerned
countries, so that the stakeholders and customer can
find parity with them(Shenkar, Luo & Chi,2014)

Approaches to global staffing
•ethnocentric approach
•polycentric approach
•geocentric approach
•Regiocentric approach

Polycentric approach
 MNE’s holds their headquarters in their own country and adopt the local
culture.
Ethnocentric approach
 MNE’s export their human resource policy from home country to another
different country
Regiocentric approach
It reflects a regional structure and strategy, employee move within the
designated region.
Geocentric approach
Method of global recruitment where MNE’s hire suitable staff for the job
irrespective of their nationality

Virtual Staffing of Microsoft’s
Like many MNE’s Microsoft also conducting virtual job interview. This type
of staffing process save their employers money because they do not have
to pay for a job fair. It is very simple and effective method to interview
candidates for employment.

Virtual Selection procedure of
Microsoft
Global staffing means grabbing the best employees around the world, so
that the Microsoft’s can perform well and increase their profitability. For
Microsoft’s the most lucid way of staffing takes place virtually.
Applicants apply online to the concerned HR departments of the
Microsoft’s.
Then they are shortlisted according to the needs of this organization.
 That are interviewed through online tests and voice calls and the best
among the lots is selected for the concerned positions.
This process needs to the extremely flexible so that it becomes easier for
both the employees and employers.

Advantages of Virtual staffing
Global staffing is led to not only save time but also resources of the
company. This has made the entire process to be impartial. Influences and
negative references do not work well within global staffing. The most
important factor in global staffing is the quality and competence and ability
of a candidate (collings & Isichei,2012).
The best candidate only gets selected and the process is not at all time
consuming. Since the process mostly takes place virtually.
the financial resources are also saved which can be used for the primary
activities of the company.
Due to the flexibility of global staffing, applicant can apply all around the
world to have an opportunity to work with a MNE. Biased opinions are not
formed about a candidate on the basis of caste, creed, religion, race or
nationality

Disadvantages of virtual staffing
• It attracts Fraud applicants-
Some interviewer might be fake, its is one of the big problem. In
virtual staffing process , it is very difficult to determine the fake
candidate
•Difficult to measure effectiveness
•Posting position online generally result in a lot of applicant, many
of them are not suitable for this post. So diluting the quality of
talent pool. It also attract bad candidate.

Conclusion
Global staffing of the multinational enterprises has given
an immense boost to the job market and increased the job
opportunities for the deserving lot, especially among the
youth. It has proved to be an efficient way of recruiting
staffs with acquiring less cost and time. Nowadays
number of internet users gradually increases, so the
importance of virtual staffing increases day by day

References
Collings, D. G., & Isichei, M. (2018). The shifting boundaries of global
staffing: integrating global talent management, alternative forms of
international assignments and non-employees into the discussion. The
International Journal of Human Resource Management, 29(1), 165-187.
Shenkar, O., Luo, Y., & Chi, T. (2014). International business. Routledge.