How to do the Staffing and Training for Global Operations Research Paper

How to do the Staffing and Training for Global Operations - Research Paper Example7 Regiocentric set about 8 Geo-centric Approach- Global Approach 9 Selection Process for Global Assignments 10 Training and bumpment for expatriates 11 Cross Cultural Training 11 Conclusion 12 References . 13 Introduction Going global was considered to be a great achievement few years ago, but today, it is part of a caller-ups extract dodging and rather an essential element to de-risk the business from a single country shock. Going global has become an increasingly important business strategy because of that most businesses face challenges of localized economic policies and competition. The advances in information technology and telecommunication that scholars consider it as second revolution have caused tremendous changes in global business and increased the volume of trade between nations. Multinational companies have been playing major role in the process of moving goods and serve around th e globe. When companies go global and operate in different countries, policies relating to employee hiring, training, compensating and maintaining are largely affected and human pick managers are required to have a global perspective of business to effectively formulate and implement human resource policies. This piece of research paper addresses the importance of effective staffing process for a company when operates in other countries and explains main elements of international human resource management in relation to hiring, training and compensating the employees. This paper explains main modes of global staffing in relation to managing expatriates and analyzes various selection factors for global operation. Need for effective Staffing for Global Operation In recent days, managers of large multinationals have been realizing the significance of human resource practices to ensure the profitability and competitive advantages of their business. Human resource management has become more involved in helping international organizations and these organizations necessarily require to develop global strategies with major focus to hire, manage and retain best employees in order to ensure competitive advantages. As Briscoe, Schuler and Claus (2008) stated that the impact of a companys international activity on human resource varies according to various factors like stages of internationalization, the global nature of the particular industry and specific prime(prenominal) of the firm etc (p. 29). Large companies that have been operating in its home country often suddenly become global and as a result its existent human resources start working in different conditions with no previous experiences in international operation. Likewise, companies need to hire, train maintain and retain talented employees to be able to work in multinational conditions. Stahl and Bjorkman (2006) stressed that global staffing has become a critical issue in international management for the fo llowing reasons- at that place has been growing awareness that the success of international business mainly depend on recruiting the qualified senior and other managers.