International Human resource

1. RECRUITMENT
AND SELECTION
THE FULL PRESENTATION

2. Presented by
Islam samy
Toaa elhussein
Silvia sameh
Sohaila nabil
Sandi wagdy

3. TABLE OF CONTENTS
02
INTRODUCTIO
N
06
ADVANTAGES
AND
DISADVANTAGE
S
05
ADAPTATION
WOMEN
EXPATRAITES
01
04
03
THE 4
CENTRICS
EXPATRAITES

4. ABOUT THE
RECRUITMENT
PROCESS
Human Resource Planning (HRP) is the first step in
staffing and involves forecasting an organization's
future demand for and supply of personnel.
Recruitment and selection is a key activity that
determines the success or failure of multinational
corporations as wrong selection can lead to negative
consequences such as expatriate failure, customer
dissatisfaction, and loss of business.

5. CONCEPTS OF RECRUITMENT
Recruitment is defined as searching for and obtaining job candidates in sufficient numbers
and quality so that the organization can select the most appropriate people to fill its job need.
Selection is the process of gathering information for the purposes of evaluating and deciding
who should be employed in particular job.
International employee selection based on four issues in the context of staffing global
business:
1. Linking staffing plans with the evolution of the MNC.
2. Staffing orientation/ approach of staffing.
3. Managing expatriates
4. Female expatriates.

6. 1. Linking staffing plans with the evolution of the MNC
It differ based on the life cycle of the MNCs like:
• Setting up the host unit.
• Establishing the technology team to begin core operational activities.
• Full blown operations of the host unit with significant role in establishing global objectives and
targets.
• Strong operational leadership at the unit level while globally consolidating with parents.

7. 2. Staffing orientation/ approach of staffing.
Staffing orientation include ethnocentric, polycentric re-giocentric and geocentric
approaches.
Each orientation has its own strength and weakness:
A. Ethno-centric staffing approach hires citizens from the home country for primary positions.
* three factors to make in consideration:
1- Employees must be able to adjust to family, cultural, and personality differences in the host country to avoid
failure.
2- Success requires developing local relationships, enjoying local entertainment.
3- taking training towards the host country. 02

8. 3. Staffing orientation/ approach of staffing.
B. poly-centric staffing approach hires nationals from the host country for primary
positions.
Advantages:
•Better local knowledge.
• Reduce personal problems.
• Host country managers can protect a MNC from hostile treatment by host Government.
• subsidiary is allowed some autonomy but financial controls are kept.
• Top people are limited to subsidiary and not for corporate position
C. Regio-centric:
• Here primary positions are by people from countries with similar culture practices and
experienced in management practices (TCNs).
D. Geocentric:
• Under this the best qualified individuals are hired at home and abroad regardless of any

9. THE PCN ,HCN AND TCN
03 Nationals Advantages Disadvantages
PCN ● Org. control and
coordination are
maintained &
facilitated Promising
managers are given
international Exp
● Adaptation to host
country may take a
long time
HCN ●Language and other
barriers are
eliminated
● Control and
coordination of HQ
may be impeded
TCN ● salary and benefits
requirements may be
lower than for PCNs
● the host
government may
present hiring of
TCNs.

10. ● 1)They must be willing and motivated to go overseas
● 2)They must be technically able to do the job
● 3)They must be adaptable and flexible
● 4)They must have good inter personal skills and have good
communication ability able to form relationships
● 5) They must have supportive families
Expatriate must meet 5 basic criteria 04

11. Expatriate’s Success factors
*General factors *specific factors
1-JOB Competence 1-Technical skills: knowledge of HQ and host
country operations, general managerial skills,
administrative competence and creativity.
2- Relational Traits (refer to how well we
interact with and relate to other people. They
include the ability to communicate effectively,
convey our message and engage others)
2-social skills: Ability to tolerate ambiguity,
behavioral flexibility, respect Cultural.
3-Personality Traits 3-Diplomatic Skill: Interest in overseas
experience Willingness to acquire new behavior
patterns and Attitudes, Interest to learn Host
country language, Ability to interact with
business associates
4-Environmental and
Family variables.
4-Motivational Skill: Adaptability and
supportiveness of spouse Stability of marriage.
“Rosalie Tung studied the factors that contributed to expatriate success
Which are further divided into two heads: general factors and specific ones :

12. Causes of Expatriate Assignment Failure
1- spouse partner satisfaction (large percentage)
2- family concerns
3-ability to adapt
4- job performance
5-quality of life (security and safety, freedom,work environment)
6- remuneration dissatisfaction

13. Adaptability to culture change
1-Overseas managers must be able to adapt to change.
2-Many managers are excited in the beginning ,after a few months a form of
cultural shock creeps in and they begin to encounter frustration and feel good
in their new environment.
3-This is the good sign, because it shows that the expatriate is getting involved
in the new culture and is not isolating him or herself from the environment.
05

14. Adaptability of men expatriate &
Adaptability of women expatriates
Adaptability of men expatriate: Adaptability of women expatriates:
 Faster adjustment when the age
group is 30-35 and higher level of
satisfaction.
 Gradual adjustment when the age
group is 25-30 and medium level of
satisfaction.
 Slow adjustment when the age group is
30-35 and lower level of satisfaction .
 Faster adjustment when the age group is
25-30 and medium level of satisfaction.

15. Barriers to female taking International
Assignment
1)External Barriers 2)Self established Barriers
 HR managers reluctant to select
female candidates
 Some women do not have the ability
to relocate to another country
 Culturally tough locations or
regions does not suitable female
expatriates.
 Some women feel a lack of
inner self-confidence to make
such an effort or feel unable to
succeed while away from their
families.

16. Approaches the management displays towards diversity (man/ women) particularly in
having more females in senior positions
1. Identifying with men’s approaches to managing internationally .
2. Denying differences between men and women .
3. Identifying with women’s approaches to managing internationally .
4. Creating a synergy by leveraging women’s and men’s approaches to
managing internationally.
The fourth approach is ideal; this approach is the best for long-term
global effectiveness

17. CREDITS: This presentation template was created
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infographics & images by Freepik
THANKS!
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