International Human Resource Management: the Strategies in Recruitment and Selection
Introduction
All of the organizations understand that there is certain need that only one department can fill the missing pieces. In order to facilitate the growth of the organization within the industry, the functions of human resource and the managers are valued in terms of handling the human capital. In the area wherein there is a great impact for globalization and international competition, different strategies are prepared by the human resource managers for gaining the appropriate talent in the organization. As the leaders now, hiring the right people and continuous training is enough to perform well, but in the eyes of the human resource managers, at the start of recruitment and selection, there should be a suitable strategy especially in the international competition.
Background and Problem Statement
In the detailed information about the international human resource management or IHRM, there are five essential functions that an HR department should perform. These include the recruitment and selection, development and training, performance evaluation, remuneration and compensation, and labor relations. However, most of the strategic applications of the HR manager is emphasized at the start of the recruitment and selection.
Research Objectives
The first objective of the study is to understand the different ideas involved in the international human resource management especially in terms of recruitment and selection. The second is to elaborate the strategies involved in the recruitment and selection. And the third is to compare the different HR strategies of UK and UAE and their effectiveness in most of their organizations.
Research Questions
The study is guided by the several questions that value the importance of human resource management and its function anywhere in the world. By answering the questions, the study can have the opportunity to achieve its own objectives.
1. What are the differences of HRM in the domestic organization and in the international organization?
2. How HR strategies, recruitment and selection, guarantees the right acquisition of human talent?
3. What are the present situations of HRs in UK and in UAE?
Review on Literature
Recruitment and selection are the known process of the HRD in which an organization takes in new members. Simply, recruitment involves attracting a pool of qualified applicants for the positions available, meanwhile, the selection requires choosing form this pool of candidate whose qualifications are closely matched in the job requirements. In this area of expertise, the function of the international human resource management becomes increasingly more complex. In UK or the countries that are members in the European Union, the citizens of the member countries can work even without the permit (Trevn, 2001; Mouyiasis, 2007). Meanwhile, in UAE the human resource functions differ in the west countries in most of its parts. From the procedures to the culture involved, UAE is outstanding in training the selected person in their organization, and preparing them to face the challenges in the beginning of the recruitment and selection. The performance-based model is applied in the HR departments in UAE to test that the skill of the individuals and to determine if the candidate can respond in different trends of time (JCCP, 2009). The international staffing of the different cultures strongly affects the type of the employee and the nature of the company. In the approach to the recruitment and selection, different practices and influences are expected to appear in their policies and functions. But choosing the right candidate should be balance in the international performance of the organization and be suitable to the internal corporate consistency and sensitivity to the local labor practices. But all HR functions have one strong aim and that is to select the people or an individual’s personal characteristics fit the job (Treven, 2001).
Methodology
The applied method in the study is the use of the comparative case studies. Through the case studies, various advantages that the current study can gain. First of all, the case studies are suitable for the aim of the study to compare the different HR functions on recruitment and selection between the UK and UAE. Second, the study can discover the different literature gaps in HRM and its functions. Along with the advantages is to describe that various strategies being applied by the model countries and in return can contribute to the improvement in IHRM. Through the further examination, and in-depth analysis can be generated and jumping to the reasonable conclusion is followed.
Conclusion
Different expectations are presented by the business leaders as well as the HR managers for their workforce. Therefore, at the beginning of the recruitment and selection, the candidates should possess the right attitudes that the organization is expecting from them.
References:
JCCP., (2009) “Customized Program on “Human Resource Management (HRM) in Kuwait (KNPC) and UAE (TAKREER)”, Personnel Exchange Programs – JCCP News, No. 13 [Online] Available at: http://www.jccp.or.jp/english/training/pdf/dispatch/h20_03.pdf [Accessed 02 March 2010].
Mouyiasis, P., (2007) “HRM Concepts in Europe: A Comparative Study of Two Member States Sweden vs. Cyprus”, Uppsala University Sociological Institute.
Treven, S., (2001) ”Human Resource Management in International Organizations” Management, Vol. 6
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