Human Resources and Accounting in International Business

Human Resources and Accounting in International Business
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Human Resources and Accounting in International Business
Ethnocentric staffing involves the process of staffing the top positions in a foreign subsidiary with expatriates from the organization’s home country. Expatriates are deemed fir to represent the major interests of the home office by ensuring that the operations of the foreign offices are aligned to those of the headquarters (Gong, 2013). In most cases it involves selecting expatriates from the organization’s existing employees in the home country and transferring them to the foreign subsidiary.
Conversely polycentric staffing involves the process through which a foreign subsidiary will recruit host-country nationals for all available positions in the organization from the executive to the mail room clerks. This usually takes place when an organization establishes a foreign subsidiary in such developed countries as Australia, Canada, Japan and European Countries (Gong, 2013). The employer believes that employees from developed countries are better equipped to handle the different aspects of the type of business in question. In addition, this form of employment enhances an organizations ease of entry into a new market. The employees are knowledgeable about the market and industry in their country; hence, they are more equipped with the fundamental skills to steer the foreign subsidiary into success.
Geocentric staffing takes into considerations the skills and capabilities of the employees to be hired regardless of their nationality. Per se, this staffing method involves sourcing for the best people to hire from the organization regardless of their nationality of location. As such, the capabilities and skills or an individual are what assures him or her, a job rather than their nationality or geographic location (Gong, 2013). This is applicable in high skilled companies that initially train their employees before employing them. In employing from the organization, it retains the available talent.
Reference
Gong, Y. (2013). Global operations strategy: Fundamentals and practice. New York, NY: Springer.

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