Multinational Companies Staffing Approaches Case Solution & Answer

Multinational Companies Staffing Approaches Case Solution

Tiwari (2013) investigated Human Resource Management among international organizations. HRM practices have been discussed by using different models development. Moreover, ethnocentric, polycentric and geocentric staffing approaches have also been explored in various ways.Furthermore, it is suggested to the MNCs to avoid HRM issues thus, in order to get an appropriate approach the selection process is very important. It is the fundamental step in which MNCs has to focus first. After that, training prior to joining the job is also very necessary. Furthermore, the compensation should be compatible to the tasks assigned to the employee, as this will increase in the morale. Nonetheless, labor relations should also not be avoided to maintain the harmony of the company, so it should also be taken into focus.

Masinde (2012) investigated the recruitment approaches for senior management in multinational companies in Kenya. The number of respondents was 52. However, the data was analyzed by using descriptive, stratified and random sampling. Eight sectors have been selected to perform analysis, which include industrial manufacturing, financial services, pharmaceuticals, oil, tourism, agriculture, hospitality, construction and ICT. Among the approaches of staffing polycentric, ethnocentric, regiocentric and geocentric have been analyzed. From all these approaches polycentric has been found as preferable in these sectors of Kenya. Recommendations have been made for MNCs to depend upon HRM case studies from the country’s perspective. This would provide insight for implementing suitable staffing approaches. Furthermore, HRM practices can be implemented successfully in the MNCs through this action.

Daragg et al (2010) has scrutinized the recruitment situation of Multinational Companies (MNCs) in the Egypt.For the purpose of study, questionnaires have been distributed among 55 MNCs located in Egypt. The objective of the study was to reveal the hindrances MNCs challenging in their recruitment.The study revealed that Small Enterprises (SMEs) are likely to adopt recruitment process adoption rather than Large Enterprises (Les) in the Egypt. Mainly two types of problems were faced; one was the candidate and other one was the organizational – related problems.Nonetheless, Human Resource practices also suggested to work along with line management.

All of the financial matters have been also discussed among the study. The study explored that the DOG and financial variables have not been supported.Furthermore, the study revealed geocentric approach of recruiting is rather powerful than ethnocentric.

Touron (2008) identified the international staffing in the French Multinational Company. The study evaluated the problems faced by the country as it was using ethnocentric approach staffing. The company’s main issue was cultural constraint. Furthermore, the company had dominance of its home country’s employees, which was that it faced problem regarding itshuman resource management. The IHRM practices thus,have been suggested to be implementedin the organization. However, themodel suggested transformation of organization’s culture from ethnocentric to geocentric approach of staffing. As a result,, the organization will get resolve of its HRM problems. The culturewill be soon diverted to the different people of the different countries.

Lvinger and Lind vetter (2005) investigated the link between strategies of Swedish MNCs and the staffing policies.Out of 100, only 80 MNCs’ respondent had responded.Moreover, the study has evaluated the link between HRM practices and staffing with the survey. Furthermore, the practices of ethnocentric, polycentric and geocentric approaches of staffing have been analyzed. It was identified that whether ethnocentric approach was being used or not among the Swedish MNCs. The survey’s result showed that there was no association among HRM practices and staffing approaches in the Swedish MNCs. However, regarding ethnocentrism in Swedish companies, it is revealed that the company has no further need to carry ethnocentric approach as it has already utilized it with the advancement in it……………..

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