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Workforce Diversity through Recruiting Strategy

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                      The workforce diversity has become fast growing tr end in business world. Most of companies consider diversity as core value in the business organization because the work force diversity is a competitive strong tool in current business world. It can be known as a social system consists with culturally different people. (Cox, 1993) There are two types of diversity in work place. They are inherent diversity and acquired diversity. The inherent diversity means being different in demographic factors like race, gender, age, religious and cultural beliefs. The acquired diversity means being different in education, experiences, skills, values, knowledge. The work place diversity means understanding, accepting and values these differences in people. Although these both diversities bring value to the organization culture to create talent pools the acquired diversity is essential in business world.  Workforce diversity is a strategy to hire best talent with different backgr
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Importance of Induction programmes in Recruiting

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                                          Organizations has to recruit new candidates to fill the vacancies derived from leaving or changing job roles of existing employees or launching new projects. These new employees can be anxious due to different experiences which they have to face in their first days with the company. To ensure new employees have sufficient knowledge and confidence to play their role along with the organizational goals and objectives, conducting an induction programme has become essential process. It is beneficial to the both employee and employer. It has significant impact on employee by boosting their morale, first impression, integration within team and job satisfaction. Decreasing employee turnover and absenteeism as well as increasing the employer brand value and employee commitment can be achieved through successful induction process. (CIPD,2021) The induction is the last step in recruiting and selection process. It is a fundamental training program of th
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Importance of Employee Value Proposition

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                                                   To be strong in the market, unique assets as well as talented employees are very important factors.   Since current job market is 90% candidate driven, human factor becomes the most vital one. The creditability and profitability derived from the faces of human in the organization. (Deloitte, 2010 cited in Lambru, 2012). According to Anita Roddick who was the founder of Bodyshop, people are the first line of consumers. Paying attention to the behaviours and the attitudes of the individuals of existing and potential employees create recruiting strategies to be different among the competitors. (Zojceska,2018)   EHV process is a crucial decision for the business organization. In the point of view of business attracting competent talent from labor market and keep them with the organization for a long time improve its entire performance. Every organization make efforts to be the employer of choice to achieve high profitability and stabilit
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Effects on Expatriate Failure in MNC

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 1.1 Expatriate Failure When the Multi National Corporation enter the international assignments, they generally focus on knowledge creation and global leadership development, assign people with technical skills and cross- cultural abilities to the key positions in foreign country, provide career guide about repatriation process. To be success in globally, having a competent workforce is essential. MNCs have to bear huge additional cost for international assignments. Sometimes it is over 3-4 times of local employees in the same designation in parent country because it has to cover benefits, cost of living as well as cost of adjustments. But unfortunately most of MNCs don’t get expected return due to either poor selection process or ineffective expatriate management policies. (Dowling, Festing and Engle, 2013; Black and Gregersen, 1999). Most of selections of expats, training and supports are done by HR managers who have poor understanding about global assignments and procedures. Therefo
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New Trends in Recruiting and Selection due to Covid 19 Pandemic

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    There is huge demand for tight labor market in the world nowadays. The employers all over the world are engaging in their own recruiting strategies to attract young talented tech driven workers to them. But spending lots of time on hiring people make managers exhausted. As the result most of organizations were searching solutions for an unbiased well- structured techno- based recruiting process. (O’Connell, 2019). Because of effects of global pandemic situations, implementing and operating web -based tools for recruiting process has become essential all over the world. Although digital transformation has been in process for couple of years even before covid pandemic this sudden pandemic situation catalyzed the requirement of digitalization. Most of organization change their recruiting strategy from traditional interviewing and assessing in to virtual recruiting and remote on boarding the employees. Although this sudden change was challenging for talent acquisition teams, it ope
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The Women and Foreign Assignments

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  Although the number of women in senior domestic management have been risen up in recent years, women in international management remains as low in all countries. The researchers had found that in USA, it is about 18% from total foreign managerial assignments. Despite a growing qualified women cadre, there is a barrier for women to enter international executive suite. (Izraeli and Adler, 1994 cited in Scullion and Collings, 2006) Only few organizations have willingness to allow women to grow their career across the borders. The British research had revealed that 91 percent of expatriates were male. (Linehan et al.,2003, Harris, 1995 cited in Scullion and Collings, 2006) Since formal organizational policies are formed on gender base social assumption, women have to face more challenges and barriers in international management compared to men. But according to Davison and Punnett (1995) gender and race have little impact on expatriation compared to religion and personal characteristics.
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The Expatriate Selection in MNCs

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  The Selection Process of Expatriate in MNCs The rapid growth in the global markets stimulate the most of business organizations to expand their activities across the borders. These expansions can increase the profitability, technical proficiency, talent differentiation of the MNC. Entering new market with different values, beliefs, social norms, business negotiation styles and government policies and regulations is a very challenging and risky process. (Lakshman,2014) After considering risks and opportunities organizations finalize the decisions on strategy of expanding and entering to the market. (Black and Mandenhall, 1991 cited in Lakshman, 2014). Based on organizational conceptualization, business strategies and nature of market has to select which staffing approach or combined approaches from ethnocentric, polycentric, geocentric and regiocentric to use recruiting for key positions in the subsidiaries. When determine the method of staffing there are four group of factors which c
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