澳洲布里斯班论文代写:招聘策略

2018-01-15 11:34

广泛的招聘策略决定了国际经理发展项目的性质和IMD的类型,提出了Perlutter后来D 'Annunzio-Green除了种族优越感的方法往往使用海外侨民在关键职位,还有其他两种不同的方法可用于管理和人力资源公司的子公司,多中心的方法,以地球为中心的方法。以多元为中心的方法倾向于尽可能地使用当地国民，以多中心的方式倾向于使用一种混合的国民、外籍人士和第三国国民为以种族为中心的方法，本国的文化价值观和商业惯例对子公司产生了主要的影响。公司总部决定所有的评估标准，并以命令和命令的形式控制分公司的管理实践(Miles, 1965;卡尼,2004)。对于多中心方法，它与以种族为中心的方法正好相反。公司总部允许其子公司在本地发展，但公司总部将对当地的管理人员进行监督。然而，这导致了公司总部与子公司之间的沟通不畅。对于地理中心方法，它结合了以种族为中心的方法和多中心方法的优点。经理的选择是基于能力而不是国籍，组织试图将公司总部和子公司的最好的结合起来。
澳洲布里斯班论文代写:招聘策略
The broad recruitment strategy determines the nature of the international manager development program and the type of IMD, suggested by Perlutter and later on by D'Annunzio-Green   Besides the ethnocentric approach which tends to use expatriates in key positions abroad, there are other two different approaches available for managing and staffing companies' subsidiaries, the polycentric approach and geocentric approach. The polycentric approach tends to use local nationals wherever possible and the polycentric approach tends to use a mixture of nationals, expatriates and third country nationals  For the ethnocentric approach, the cultural values and business practices of the home country put a predominant influence on the subsidiaries. The corporation headquarter determines all the standards of evaluation and controls the branch's management practice in the form of orders and commands (Miles, 1965; Malkani, 2004). For the polycentric approach, it is just direct opposite to the ethnocentric approach. The corporation headquarter allows its subsidiaries to develop locally but the corporation headquarter will supervise the local managers. However, this results in little communication between the corporation headquarter and its subsidiaries. For the geocentric approach, it combines the advantages of ethnocentric approach and polycentric approach. The selection of manager is based on competency rather than nationality and organizations try to combine the best from both the corporation headquarter and its subsidiaries.

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