Internation Recruitment and Selection Essay Example for Free

Internation Recruitment and Selection Essay The world has been rapidly transforming due to the changes in technology, innovations, and the reduction of trade barriers into and out of countries which have permitted globalization. Due to globalization human resource management has been forced to take a more international approach, and has demonstrated that a more effective management of human resources internationally is imperative for the success of companies in international business (Shen). Therefore international organizations need to understand the roll that plays the international human resource management (IHRM) department, and the importance of adopting an effective recruiting, selecting, and training strategies that will enable the company to select the right talent for the right places. IHRM plays a very important and challenging roll in the international setting of organizations because â€Å"they must develop practices which will maintain congruence with the overall strategic plan of their respective multinational corporations, while balancing the economic, social, political, and legal constraints of the host countries† (Caligiuri). Companies understand that the only way to develop strong and successful global leaders, which are keys to competitive advantage, is through an IHRM department that has a well develop competitive strategy in place. Multinational Corporations (MNCs) like Unilever and Huawei Technologies Co., a Chinese networking and telecommunications supplier, have understood the importance of a well develop IHRM department and have implemented strategies that are aligned with a global approach that support the business operation worldwide (Gartsdie). Based on Heenan and Perlmutter model there are four competitive strategies as well as different training alternatives for global assignees that MNCs can use to develop a successful IHRM approach. The recruitment and selection (staffing) policies which MNCs implement for their foreign subsidiaries will vary greatly for every company, and should be determine accordingly with the IHRM approach the organization is pursuing (Ball). MNCs can be divided in four types based on their management approach and corporate philosophy. The first approach a MNC may consider is the ethnocentric approach which is â€Å"characterized by low pressures for cost reduction and low pressures for local responsiveness† (Ball). Ethnocentric MNCs are not willing to give up the control over foreign subsidiaries, and prefer to place expatriates employees belonging to the home country of the firm, in all key management positions abroad. IHRMs departments that adopt this approach believe that expatriates are more capable than employees of the host country, and they expect that their expatriate managers transfer headquarters’ culture and philosophy to the host nationals (Caligiuri). This approach is normally used by MNCs with primarily international strategic orientations in the early stages of globalization. The advantage of an ethnocentric approach is that it expands the experience of expatriates and prepares them for high level management positions who execute strategic decisions from headquarters. Many expatriates adapt, learn the language, and perform effectively within the host country (Ball). However data suggest that there is a high turnover rate among expatriates because many of them do not have the special set of skills, characteristics, and abilities (e.g. tolerance of ambiguity, adjust quickly, empathy, actively manage social contacts) that are required to be successful in such position (Caligiuri). Because of the previous statement it is imperative that MNCs understand that facilitating proper training and development to the expatriate is a very important part of the IHRM department because it has a major impact on the effectiveness of the expatriate manager and â€Å"research has shown that cross-cultural training is an effective intervention to prevent expatriate failures† (Deller). However MNCs today face a big problem because studies show that only fifty percent of all expatriates receive adequate training (Deller). Another very important aspect to the IHRM department needs to consider when selecting the right candidate under this approach is to keep in mind the impact in the family of the expatriate. The family’s willingness and ability to adjust is of crucial importance for the assignee’s employer and it needs to be address during the staffing process as well. Another disadvantage for this approach is that is more costly for the corporation because it has to offer more incentives to the expatriate (Deller). In the selection process it is the responsibility of the IHRM department to evaluate the efficiency and cross-cultural proficiency of the candidates to ensure the success of this approach. The polycentric staffing policy is a second approach that can be implemented by IHRM departments of MNCs. Under this approach the human resource department will look for host country nationals (HNC) to manage subsidiaries in their own country with some coordination form headquarters (Ball). With this approach IHRM departments do not need to worry about looking for certain skills or characteristics for an international setting because the candidates are employed at the subsidiary level and they do not have language and culture barriers, labor turnover reduces, productivity increase, there are ideal information of industry, legal and political configuration, and the first cost of employing them is less expensive. Also using this approach makes the subsidiary looks less foreign (Caligiuri). However the problem with hiring HCNs is that they are not familiar with the home country of the international company and with its corporate culture, policies, and practices (Ball). The underlying crisis in communication and control between the headquarters and the subsidiary due to language barriers, conflicting national loyalties and differences in personal values may create an inconsistency in the strategic management process that will result in the subsidiary operating as a separate unit. Home country national’s lack of exposure to international assignments and lack of career mobility among HCNs are also some disadvantages of this approach and ultimately will affect the competitive advantage of the MNC (Padala). According to the article of Jie Shein, â€Å"HCNs are included in management development schemes only at the subsidiary level and HCN managers are rarely promoted to senior management positions† (663). When staffing under this approach IHRM departments can choose from hiring HCNs in the home country or HCNs in the host country. Many MNCs have experienced difficulties in hiring high caliber of HCNs managers because of the lack of long-term IHRM planning and training and ineffective international management development (Shen). When the polycentric staffing approach is not adequate the regiocentric staffing approach might be a better option. The regiocentric staffing approach can be used for companies with a regional strategic approach. In this approach employees are selected for key positions within the region the subsidiary is operating, employing a variety of HCNs and third country nationals, TCNs (Ball). From this perspective the communication and integration systems must be highly sophisticated for headquarters to maintain control over the regions however the host national are given the opportunity to manage their own subsidiaries. The likelihood of HNCs career advancement is greater within the region, but still limited in headquarters (Caligiuri). The training and development for this approach are the same as with the polycentric staffing approach. One of the biggest advantages of this approach is that it serves as a bridge for MNCs to gradually move to a geocentric staffing approach. The geocentric staffing approach is used in companies with a transnational strategic orientation. This staffing approach seeks the best people for key jobs throughout the organization, regardless of nationality, selecting the best person for the job, irrespective of nationality is most consistent with the underlying philosophy of a global corporation (Padala). This approach is ideal because the human resource strategy will be the same across all subsidiaries, using the best practices from wherever they might be found across the MNC worldwide networking of operations (Ball). However one of the drawbacks of this approach is that it can be expensive to implement because of increased training, compensations packages, and relocations costs, and it could require longer lead time (Padala). IHRM staffing approaches are very important but training and development also play a very important role in the international setting. International training and development is one of IHRM’s most crucial activities. While it is true that MNCs recognize the significance of international training and development for their employees there is knowledge that this corporation’s training strategies are weak and not effective. Current researches show that today the majority of companies have ineffective training and management policies that have resulted in frequently employee failure (Shen). In order to succeed in the global arena MNCs need to implement an effective international training and development program for expatriates, HCNs, and TCNs. Globalization has definitely created a very competitive business market in which international human resource management plays a crucial role for the success on multinational corporations. It is imperative that corporation carefully analyze every staffing approach available and implement the one that will help them select the right candidates for the right position, and provide the candidates with the appropriate training and development in order to create a competitive advantage. Works Cited Ball, A. Don, et al. International Business: The Challenge of Global Competition. 13th. New York: McGraw-Hill. Print. Caligiuri, Paula M., Linda K. Stroh. Multinational corporation strategies and international human resources practices: bringing IHRM to the bottom line. The International Journal of Human Resource Management 6:3 September 1995. P.494-498. http://chrs.rutgers.edu/pub_documents/Paula_14.pdf Deller, Juergen. International Human Resource Management And the Formation of Cross-Cultural Competence. Institute of Business Psychology, University of Lueneburg, Germany. International Management Review. Vol.2 No. 3. 2006. http://www.usimr.org/IMR-3-2006/International%20Human%20Resource%20Management%20and%20the%20Formation%20of%20Cross-Cultural%20Competence.pdf Gartside, David, Griccioli, Stefano, and Rustin Richburg. Different stokes: How to manage a global workforce. Issue No.2. 2011. Outlook. Accenture. http://www.accenture.com/SiteCollectionDocuments/PDF/Accenture-Outlook-How-to-Manage-a-Global-Workforce.pdf. Padala, Shanmukha Rao Dr.; Dr. N.V.S. Suryanarayana. Approaches to International Human Resource Management. September 11, 2012. Articlebase.com. http://www.articlesbase.com/international-business-articles/approaches-to-international-human-resource-manageme nt-3249167.html. Shen, Jie. International training and management development: theory and reality. Journal of Management Development. Vol 24 No. 7, 2005. November 2, 2012. http://people.math.sfu.ca/~van/diverse/bellut-papers/test-9.pdf

Android: Advanced Technology, Superior Quality Essay -- Technology

The Android operating system is well known among the masses, mostly known for its high tech phones that are released regularly. The mascot, a green alien for Android has also attracted a lot of attention. Android was founded by Andy Rubin and his partners Rich Miner, Nick Sears and Chris White in 2003. In 2005, Google sought out the opportunity and bought Android. It was then developed by Google and Open Hands Alliance. As time progressed many improvements and updates were made since the initial release of the system. The operating system gets â€Å"sweeter† by the upgrade, literally; each operating system is named after a sweet treat. Some Examples are Cupcake, Donut, Éclair, Froyo, Gingerbread, and most recently, Honeycomb. Each operating system released alphabetically, each system greater than the last. Android is currently the most successful operating system, surpassing both Apple and Windows in sales (â€Å"History of Android†). Android appeals to customer s through the consumers’ need for innovative technology; this has created visual aesthetic advertising techniques and brand rivalries, which in turn leads to Androids growing brand. Jib Fowles analyzes advertisers’ methods to appeal to consumers. In his article, â€Å"Advertising’s Fifteen Basic Appeals,† Fowles addresses fifteen methods advertisers use in order to persuade consumers to purchase their products. Like most brands, Android uses these techniques among others to appeal to the masses. One technique in particular is the use of aesthetic sensations to appeal to consumers. Fowles states that â€Å"Advertisers know there is little chance of good communication occurring if an ad is not visually pleasing. Sometimes the aesthetic element is expanded and made into an advertiseme... ...ual for English 103 (2011): 73-91. Print. 15 March 2012. Lyons, Daniel. â€Å"Android Invasion.† Newsweek 156.15. 11 October 2010: 42-49. Web. 23 March 2012. Pogue, David. â€Å"Android Phones Take A Power Trip† The New York Times. 9 February 2012: 1-3 Web. 23 March 2012. Romaniuk, Jenny. â€Å"The Efficacy of Brand-Execution Tactics in TV Advertising, Brand Placements, and internet Advertising.† Ehrenberg-Bass Institute for Marketing Science (2009). Web. 23 March 2012. Rubinson, Joel. Just Asking Why You Should Make People Curious about Your Brand? The Advertising Research Foundation (2009). Web. 23 March 2012. Sprint Android 4G Cat Commercial. 1 June 2011. Youtube. Web. 23 March 2012. The History of Android Operating System. Android 3.0 Tablet vs IPad. Web. 12 Apr. 2012. Verizon Wireless Motorola Droid (iDon’t Commercial) 17 Oct 2009. Youtube. Web. 23 March 2012.

Context and Setting in Kazuo Ishiguro’s Never Let Me Go Essay

Context and setting are quite significant in the text â€Å"Never Let me Go.† According to Webster’s dictionary, the definition of context is â€Å"the whole situation, the background, or the environment relevant to a particular event, personality, creation† as well as â€Å"the parts of a sentence, paragraph, discourse, etc, immediately next to or surrounding a specified word or passage and determining its exact meaning.† According to Dr. Ezekiel Alembi â€Å"context is the social, economic and political environment under which a piece of literary work or art is written.† He goes on to say that context is important because it not only makes the reader, understand and appreciate the theme, but also understand and appreciate the style used. However,setting is what the writer wants us to see. Writers try to establish in the minds of their readers a sense of place and time. They use, ‘the power of the written word to make you hear, to make you fe el – it is above all to make you see’ (Joseph Conrad). It is also used to refer to the mood and the atmosphere created by the author, and the culture and the shared values and beliefs of the characters. In â€Å"Never Let Me Go† Kazuo Ishiguro uses details to create a sense of setting, as well as the full effect of the story depends on the presentation of an increasing amount of descriptive details. In this book the setting plays an integral part in the story. Apart fom providing the reader with a sense of where and when the story takes place, the setting can also serve other purposes, such as contributing to the plot. The aim of this essay is to evaluate the importance of both context and setting in text, â€Å"Never Let Go† by Kazuo Ishiguro. â€Å" Never Let Me Go† by Kazuo Ishiguro was published in 2005. He was already one of the most renowned and acclaimed British writers. Never Let Me Go addresses some contemporary issues. This novel has scie nce fiction qualities and a futuristic tone , thus takes place in a very similar yet alternate world. This novel is set in a recognizable England of the late 20th century. Yet it contains a key dystopian, almost sci-fi dimension you’d normally expect to find in stories set in the future. It also explores more timeless questions like childhood bullying and the role of sex in relationships. Never Let Me Go has three main institutional settings which are as follows: Hailsham, the Cottages, and the donor recovery centers. This is quite significant as it creates the mood and setting for the simple  yet intense plot for the story. The first sixteen years are spent at the Hailsham by Kathy and her friends. According to Kazuo Ishiguro based on interviews done, â€Å"The school setting, I must add, is appealing because in a way it’s a clear physical manifestation of the way all children are separated off from the adult world, and are drip-fed little pieces of information about the world that awaits them, often with generous doses of deception, kindly meant or otherwise. In other words, it serves as a very good metaphor for childhood in general.† From the ordeal related by Katthy, Hailsham is qite perfect and neat but somewhat mysterious, ‘This spacious house contains plenty of classrooms and dorm huts for all your schooling needs. It boasts a large sports pavilion perfect for spying on boys playing in neighboring fields. The ample grounds are surrounded by a fence that is not electrified (but which no one crosses anyways) and creepy woods (where no one goes because they fear they may get dismembered). Entirely secluded from the outside world, this real estate gem is p erfect for hiding clones that you want to pretend don’t exist. But beware: if you ever leave, you will never ever be able to find Hailsham again.’ However, in comparison to Hailsham, the Cottage is quite different . Their move to the cottage was difficult because of its air of shabbiness and lask lustere. However they were still able to be entertained and and have a great time. The cottage was described as, â€Å"These converted farmhouses require some TLC. The buildings are run-down and the rooms are damp. But there’s a charming churchyard nearby perfect for reading outdoors or getting in squabbles with your friends. The heat doesn’t work, so residents will need to sleep under extra blankets, carpets, and coats in order to avoid freezing during the winter. Enjoy!† The final stop for each of the donors is a recovery center. These are the buildings where Kathy and her friends undergo operations to remove their vital organs, and where they recuperate between donations. They are also the places where the donors â€Å"complete.† The setting of this centre as quite significant as this acttion is quite outstanding and essential in understanding the story. Additionally while Kathy is a carer she spends a lot of time driving around Norfolk and the English Countryside. She frequents Norfolk as well as other twons. It serves to be a great places to relax and retrospect. In fact, these scenic areas seems to be her favorite part of being a carer: â€Å"I do like the feeling of getting into my little car,  knowing for the next couple of hours I’ll have only the roads, the big grey sky and my daydreams for company.† These descriptions and strategies are intentionally utilized by Ishiguro for the readers to actually visualize exactly what is felt and experieced by the characters. Furthermore the setting in Never Let Me Go reveals traits of the character and in particular the narrator. According to various reseachers, Ishiguro’s novels share similarities in a particular aspect that is they are first-person narrators. This allows the reader to view the events of â€Å"Never Let Me Go†from the position of someone present and involved , in this case Katty. In this way the reader is given an insight into the character herself and at the same time can also directly experience what is happening in the story and so be able to relate to the surroundings. This is quite obvious by the intense and scenic descriptions stated above . It is noted that Ishiguro’s novels are â€Å" character studies and moral inventories that serve to illuminate the context of given political events. In the course of a story, then, a character is not ony seen struggling with their own feelings in reaction to interpersonal situations, but also a political environment.†

How to Conjugate the German Verb Trinken (to Drink)

The verb trinken is a strong (irregular) verb meaning to drink. It is a very handy verb to know for traveling to German-speaking countries, or even just singing German drinking songs. As an irregular verb, you cant predict how it is conjugated by a strict rule. You will need to study and memorize its forms. Note that its German principal parts follow the same i/a/u pattern of English (drink/drank/drunk). This is the ablaut Class 3a i - a - u pattern. It is shared with other strong verbs  including binden (tie), dringen  (press), finden (find) and singen (sing). Principal Parts: trinken †¢ trank †¢ getrunkenImperative (Commands): (du) Trink! | (ihr) Trinkt! | Trinken Sie! Trinken -   Present Tense -  Prà ¤sens Deutsch English Singular Present Tense ich trinke I drinkI am drinking du trinkst you drinkyou are drinking er trinkt sie trinkt es trinkt he drinkshe is drinkingshe drinksshe is drinkingit drinksit is drinking Plural Present Tense wir trinken we drinkwe are drinking ihr trinkt you (guys) drinkyou (guys) are drinking sie trinken they drinkthey are drinking Sie trinken you drinkyou are drinking Examples: Er trinkt kein Bier. He doesnt drink beer.Ich trinke lieber Wein. I prefer to drink wine. Trinken -  Simple Past Tense -  Imperfekt Deutsch English Singular Simple Past Tense ich trank I drank du trankst you drank er tranksie trankes trank he drankshe drankit drank Plural Simple Past Tense wir tranken we drank ihr trankt you (guys) drank sie tranken they drank Sie tranken you drank Trinken -  Compound Past Tense (Present Perfect) -  Perfekt Deutsch English Singular Compound Past Tense ich habe getrunken I have drunkI drank du hast getrunken you have drunkyou drank er hat getrunken sie hat getrunken es hat getrunken he has drunkhe drankshe has drunkshe drankit has drunkit drank Plural Compound Past Tense wir haben getrunken we have drunkwe drank ihr habt getrunken you (guys) have drunkyou drank sie haben getrunken they have drunkthey drank Sie haben getrunken you have drunkyou drank Trinken -  Past Perfect Tense -  Plusquamperfekt Deutsch English Singular Past Perfect Tense ich hatte getrunken I had drunk du hattest getrunken you had drunk er hatte getrunkensie hatte getrunkenes hatte getrunken he had drunkshe had drunkit had drunk Plural Past Perfect Tense wir hatten getrunken we had drunk ihr hattet getrunken you (guys) had drunk sie hatten getrunken they had drunk Sie hatten getrunken you had drunk Example Using Trinken Accusative:  Was will  er  trinken?  What does he want to drink? Uses of the Root for Nouns Knowing the different tenses of trinken, you can recognize how it is used in nouns for beverages. Getrà ¤nke: beverages or drinksdas Getrà ¤nk beverage, drinkder Getrà ¤nkemarkt: beverage shop. Here you buy beverages such as beer, cola, or mineral water by the case. Supermarkets now usually have a similar department.