globalization and organizational staffing
As organizations expand into new global territories, they face a new set of challenges when it comes to the staffing process. Culture plays a tremendous role on the talent acquisition strategies used. For example, if a US company has a career webpage that uses language that is only recognizable to Americans, it may be off-putting to other nations. And what is important in one culture in terms of job attractiveness, may not be important to another. Therefore, understanding these dynamics is crucial in securing talent on a global scale.
As we have discussed, the organizational staffing process has four primary steps that should be accounted. Workforce Planning – HR and management work together to analyze the current workforce and then devise steps/plans to meet the organization’s anticipated needs. Job Analysis and Documentation – A thorough analysis of the job(s) is completed to determine the necessary knowledge, skills, and abilities (KSAs). Then, this information is documented and categorized according to job types and job descriptions. Sourcing and Recruiting – Multiple channels are used to identify and recruit talent. Selection and Assessment – Various selection and assessment methods (such as interviewing and assessment tests) are used to narrow down the applicant pool and eventually make the hire.
For this assignment: Identify some of the implications of staffing in a global environment. Then, discuss the effects that cultural differences, among other factors, may have on each step of the organizational staffing process. Be sure to be thorough in your response and in identifying some of the cultural barriers that need to be considered depending on your organization’s location of expansion