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国际环境跨国企业外籍人员选用分析【dissertation】 [3]

论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2015-06-30编辑:felicia点击率:33524

论文字数:16175论文编号:org201505262151545453语种:英语 English地区:中国价格:免费论文

关键词:

摘要:这篇dissertation主要分为五大章节,着重研究了影响外籍人员选用的因素、选用方法以及选用过程中遇到的跨文化问题。

decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991).


The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job.


Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job.


According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests.


1.7 Methods of Selection:


There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below.


Interviews

Tests

Assessment centres (Beardwell and Holden, 2001)


So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization.


1.8 Approaches for the Multinational


There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows.


Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters.


Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter.


Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country.


Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc.


1.9 Methods of international selection


The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows

Psychometric Tests

Assessment Centres

Coffee Machine System


1.10 Selection of an Expatriarate


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