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Global Staffing

In: Business and Management

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Global Staffing
Author: Thomas Gasuku
Email: gasukuthom@gmail.com

Introduction Global organizations with subsidiaries in different countries have unique staffing choices depending on the prevailing situation (Ryan, & Tippins, 2009). Often, professional who manage and guide human resource in these global organizations consider basic factors before choosing a specific staffing option. MNCs have three staffing options: ethnocentric, global and polycentric staffing model. Notably, MNC wants to open a branch in South America (like Brazil), and it is looking forward to choosing criteria of staffing their subsidiary (Stahl, Björkman, & Morris, 2012). From a distance, many countries in South America are developing countries and hence possess small economies. Therefore, the application of ethnocentric or polycentric staffing will not be appropriate. This paper chooses and supports a global model of staffing as the best staffing option that will see the subsidiary to higher levels. This essay seeks to show how the global model can be appropriate for the subsidiary that specializes in the production of automobile parts.
Global model (Geocentric staffing model) Unlike ethnocentric and polycentric which focus on hiring employees from either host country or from the subsidiary location; global model focuses on hiring employees who have the required skills irrespective of their home country. Notably, this company deals with the manufacturing of Automobile parts (Ryan, & Tippins, 2009). Therefore, it becomes mandatory to focus on the quality of its products. Equally, it admires localization of their business such that local people will freely interact. As a result, MNC is forced to adapt geocentric staffing model. Indeed, this model is likely to bring positive results to the company.

Strong informal management and cultural network Geocentric staffing applies...

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