In which of the following staffing approaches are the best managers recruited from within or outside of the company regardless of nationality?

Policy brief & purpose

Our international recruitment policy refers to practices and strategies we employ to hire people all over the world. We explain approaches to international recruitment and when to use each one.

Scope

This policy applies to all employees, offices and branches of our company regardless of location.

‘Parent country’ refers to the country our company was founded or is headquartered in.

‘Host country’ is a country other than our parent country where our company has employees and operations.

We’ll take our employees’ wishes and plans into account when deciding on transfers and relocations. We will never use international transfers as a means to discipline employees or to retaliate against them.

Policy elements

There are four approaches to international recruitment: ethnocentric, polycentric geocentric, regiocentric. We’re mainly a [geocentric company/ polycentric company/ etc.] but we may occasionally shift to other approaches based on our needs.

Here’s a description of each of these approaches with recommendations on how and when to use them:

What is ethnocentric staffing?

The ethnocentric approach to recruitment means that we hire people from our parent country to fill positions all over the world. For example, if we want to fill an executive role in a foreign country, we could:

• Relocate one of our existing employees who’s a permanent resident of our parent country.
• Hire a person from our parent country who lives or wants to live in the host country.

We use the ethnocentric method when [opening a new branch at a new country, so it’d be easier for our company’s policies and procedures to be transferred from the parent country to the new branch]. As a rule, expatriates from our parent country should comprise less than [20%] of a foreign office so that we minimize the total hiring costs and avoid missing the pulse of the local community.

What is polycentric staffing?

The polycentric approach to recruitment means that we hire locals to fill our positions in a host country. For example, we could advertise on local job boards or create a contract with a local recruitment agency.

We use the polycentric approach when [we need the skills of locals to conduct our business. For example, if we want to expand our clientele to a specific country, we’d hire a local professional who knows the market and can coordinate our sales operations.] We’ll apply one of the other approaches if we haven’t found qualified candidates after [four months].

What is regiocentric staffing?

The regiocentric approach to recruitment means that we hire or transfer people within the same region (like a group of countries) to fill our open positions. For example, we might decide to transfer employees within Scandinavian countries. So if we want to hire someone in Sweden (a host country) we could transfer one of our employees from Denmark, a host country in the same region.

We use the regiocentric approach when [the costs of transferring an employee from a host country are lower than transferring them from the parent country.] When deciding to use this approach, take into account any language or cultural barriers that may exist.

What is geocentric staffing?

Geocentric approach to recruitment is hiring the best people to fill our positions without regard to where they come from or where they live. This means:

• Hiring remote employees. We use this option when we want to hire someone at a place where we don’t have offices. For example, if we want a customer support agent in another time zone to support our customers there.
• Relocating our employees. This includes both bringing foreign talent into our parent country and relocating people to a new host country. We use this approach when we need someone to be physically present at a specific location, but the best person for the job is living elsewhere.

To use the geocentric approach, we need to have a global outlook on recruitment. For example, whenever a position opens at a host country or our parent country, the hiring team could:

• Advertise on global job boards first, before using local job boards mentioning the location of the job clearly. Also, advertise on job boards focused on remote work when possible.
• Source candidates online without looking at their current location.
• Check our global employee database to find internal candidates who may wish to relocate.
• Ask recruiters to suggest candidates they met at international career fairs or events.
• Ask for referrals from our existing employees, as they may have someone in their network who could fit in this position and be willing to relocate.

International recruitment and selection process

Whenever a position opens, hiring teams should follow this process:

1. Decide which staffing approach is most suitable for this particular case. Use this policy to determine whether the regiocentric, ethnocentric or polycentric approach suits best. Discuss the budget with finance to make sure you’re able to apply the chosen approach and whether another one could work equally well with lower costs. If there’s no particular reason to use any of them, then the [geocentric approach] should prevail.
2. Determine the recruitment methods that work for this approach. For example, if you decided on the polycentric approach, then consider local job boards and locally-based recruiters in the host country.
3. Allocate your budget. To make sure you can coordinate recruitment activities, look into your budget. For example, if you’ve chosen the ethnocentric approach, you’ll need to factor in relocation costs for your new hire. Also, you may decide you need to meet candidates from the host country in-person so pay attention to travel expenses. Work with [finance/ HR] to determine the available resources.
4. Evaluate candidates. When it comes to resume and phone screening, we evaluate all candidates the same way. You could also use video interviews for remote candidates. Each role will demand a different skillset, but to make sure our employees can work well together, look for people who:
   • Are self-motivated and can work independently (especially if their manager is remote).
   • Can communicate well even through cultural and language barriers.
   • Have a global mindset.
   • Are tech-savvy.
     • Also, depending on the approach you’ll use, make sure to discuss if a candidate is legally permitted to work in the country where the open position is. If it’s agreed upon, discuss immigration procedures.
5. Close the hire and discuss paperwork. Once a candidate accepts a job offer, ask HR how to proceed with any legal procedures regarding visas, immigration policies or taxes. Be in close collaboration with the new hire until everything is resolved.

In the global staffing approach, the best managers are recruited from within or outside of the company, regardless of nationality.

Which staffing approach is best when a firm has been structured around a centralized approach to globalization and is at the internationalization stage of strategic expansion?

When a company is at the internationalization stage of strategic expansion, and has a centralized structure, it will likely use a polycentric staffing approach to fill key managerial positions.

Which type of mind set is indicative of a successful expatriate?

The research points to three major global mind-set attributes that successful expatriates possess: Intellectual capital, or knowledge, skills, understanding and cognitive complexity.

What is a characteristic of a geocentric staffing policy?

A geocentric staffing policy is one in which the best people are sought for key jobs throughout the organization, regardless of nationality. –consistent with building a strong unifying culture and informal management network. -makes sense for firms with global or transnational strategies.

What is ethnocentric staffing approach?

When a company is at the internationalization stage of strategic expansion, and has a centralized structure, it will likely use a polycentric staffing approach to fill key managerial positions.

What kind of staffing strategy is used in the polycentric approach?

The ethnocentric approach to recruitment means that we hire people from our parent country to fill positions all over the world. For example, if we want to fill an executive role in a foreign country, we could: Relocate one of our existing employees whos a permanent resident of our parent country.

What is polycentric staffing?

Polycentric staffing focuses on using local employees to staff a companys foreign subsidiaries, which helps the company get a handle on local conditions and also shows a commitment to the host country. Regiocentric staffing groups foreign subsidiaries by region.

Which of the following is an advantage of the polycentric staffing approach quizlet?

Which of the following is an advantage of the polycentric staffing approach? Local managers tend to be instrumental in staving off or more effectively dealing with problems in sensitive political situations. Felix Department Store has over 900 stores in the U.S. and over 300 stores in Mexico and Canada.

Which employee do MNCs usually hire for a key position in their foreign operations particularly in the earlier stages of their business expansion abroad?

A geocentric staffing policy is one in which the best people are sought for key jobs throughout the organization, regardless of nationality. –consistent with building a strong unifying culture and informal management network. -makes sense for firms with global or transnational strategies.

What is a characteristic of a successful expatriate?

The study defines expatriate success in terms of five vital characteristics: adventurousness, cultural sensitivity, curiosity, flexibility, and open mindedness.

How do you measure expatriate success?

To date, the three most common criteria for evaluating expatriate success have been: (1) completion of the foreign assignment, (2) cross-cultural adjustment, and (3) performance on the foreign assignment.

What are the major success factors for expatriate assignees?

– Expatriates will support the view of academics that family situation (adaptability of spouse and family, stable marriage, willingness of spouse to live abroad) and flexibility/adaptability (tolerance of ambiguity, listening skills, ability to deal with

What skills should an expatriate have?

Check out the traits expats need to transform their wanderlust into a successful relocation.

• Global Curiosity. Being interested in and excited about new cultures is essential.
• Emotional Intelligence.
• Extreme Organization.
• Cultural Adaptability.
• Language Skills.
• Flexibility.
• Leadership.
• Patience.

18-Mar-2017

What is a characteristic of geocentric staffing policy?

A geocentric staffing policy is one in which the best people are sought for key jobs throughout the organization, regardless of nationality. –consistent with building a strong unifying culture and informal management network. -makes sense for firms with global or transnational strategies.

What is a characteristic of a geocentric strategy?

The characteristics of a geocentric approach are: Looks for the best person for a specific job, regardless of nationality. Managers usually have previous international management experience. Has a more collaborative approach between the parent company and its subsidiaries.

What is a characteristic of an ethnocentric staffing policy?

Characteristics of an ethnocentric staffing policy: decisions are made at headquarters, utilizes labor negotiations to troubleshoot problems, utilizes teams from the home country to assist with new plant start-up.

What are the assumptions of geocentric staffing policy?

Geocentric: The belief that the firms whole management staff must be scoured on a global basis, on the assumption that the best manager of a specific position anywhere may be in any of the countries in which firm operates.

What is ethnocentric approach with example?

The ethnocentric approach places natives of the home country of a business in key positions at home and abroad. In this example, the U.S. parent company places natives from the United States in key positions in both the United States and Mexico.

What is polycentric staffing approach?

Polycentric staffing is an organizational structure wherein foreign subsidiaries are locally managed by host-country nationals while corporate positions are likewise filled with home-country nationals.

What are the features of ethnocentric staffing?

The characteristics of an ethnocentric approach are:

• Home country oriented.
• Managers tend to be from the home country (Headquarters of the organization)
• Home country policies and practices are likely to be used in the subsidiaries.
• Knowledge from the home country is seen as the most useful.

What is the main advantage of an ethnocentric staffing approach?

The obvious advantage to ethnocentric staffing is the alignment of interests and perspective of the home office with all foreign subsidiaries abroad. Communication is also easier because there should be no language and cultural barriers.

What is a polycentric staffing strategy?

Definition. Polycentric staffing is an organizational structure wherein foreign subsidiaries are locally managed by host-country nationals while corporate positions are likewise filled with home-country nationals

What are the approaches of staffing?

There are mainly four IHRM approaches. These include ethnocentric approach, polycentric approach, geocentric approach, and regiocentric approach (Wall et al, 2010). The suitability of the type of staffing policy adopted by MNEs depends on the strategy used by the company.

What is polycentric approach emphasizes on?

Polycentric approach. An emphasis on the norms and practices of the host country

What companies are using polycentric approach?

John Deere and Cisco are large corporations pioneering the practice of polycentric innovation out of India.