Leadership That Interests Me The Essay

Length: 8 pages Sources: 6 Subject: Business Type: Essay Paper: #36942423 Related Topics: Achievement Gap, Educational Leadership, Global Leadership, Leadership Experience
Excerpt from Essay :



Best solution

There is no single best solution to the process of staffing and maintaining a global workforce. Rather, the company should combine a few strategies and modify them to suit the needs of the company.

Global recruitment without cultural bias

The idea of global recruiting is the best way forward as the entire world is looking to cut across cultural and physical boundaries. One thing that the company should ensure is that no discrimination is made on the basis of culture while recruiting. Shell is one of the global companies that faces a similar issue and it has come up with a unique way to address the problems that occur due to cultural bias. "In creating global staffing systems, Shell also faces issues of how to assess competencies on a global basis. Shell's goal is to understand what each competency means across cultures and to devise assessment methods that will allow the company to capture those culture-specific behaviors. Shell uses a global assessment center for assisting with candidate selection and has standard training for all assessors who administer the assessment center" (Vance & Yongsun, 2010, p.170). A similar strategy can be followed by my company when it comes to recruiting global candidates. The assessors should be given adequate training to look beyond the cultural bias and identify the traits that will work well for the candidate as well as the company.

More autonomy for local staffing teams

The staffing teams in India and China should be given more autonomy to recruit candidates as positions open up in India and China respectively. This is known as the ethnocentric approach to staffing. Earlier, the Parent Country Nationals (PCN) were doing most of the recruitment because of the lack of right talent in the foreign countries. However, this has changed during the last few years because of the increase in talent pool in India and China. So, the company can provide more autonomy for the HR teams in these two countries. At the same time, a global center should also work actively with the HR teams in the U.S., India and China to fill the positions through global candidates.

Extensive use of software and technology

The company should look at using the right software and technology that will make it easy for people...

...

Video chat and teleconferencing are some of the options already available for employees to communicate with each other irrespective of their physical location. The company can also look to incorporate the extensive use of Virtual Public Network (VPN) so that employees can work form their homes. This will provide more flexibility when it comes to global recruitment. The employee can work from his or her location and country without having to move to the U.S., India or China and still work towards the development of the company. This policy will make global recruitment a lot more easier as the company need not have to provide the support required to help an employee to accommodate to the new country and culture. It will also be easier to find potential candidates because they do not have to move to a new country.

Another aspect of technology is the numerous software packages that are available today to make it transparent for all employees to be a part of the workflow process. These software packages are likely to make employees more productive and this in turn, will lead to a higher level of commitment from the employees.

All these measure have to be implemented in tandem so that the global staffing policy is more effective and the number of unfilled jobs come down. Also, a global talent pool can add to the growth of the company and can help it to steer ahead of its competitors. Further, it will give the company a global face and this will prove to be beneficial for the future.

Conclusion

In short, one of the problems in my company is related to the staffing process. The HR team has to effectively recruit and manage employees located across three countries -- the U.S., India and China. It is becoming increasing difficult to find good talent in this competitive environment and so, a good percentage of the jobs remain unfilled. The company can employ some of the best solutions mentioned above to find the right talent that the company needs for its growth. The future is all about globalization and collaboration and so, these measures will do the company a lot of good in the long-run.

References

Bratton, John; Gold, Jeffrey. (2001). Human Resource Management: Theory and Practice. Kentucky: Psychology Press.

Cornelius, Dave. (April 2011). The Education and Skills Gap: A Global Crisis. Techniques: Connecting Education and Careers. Vol 86(4). pp50-55.

Shukla, Ravinder. (2009). Talent Management: Process of Developing and Integrating Skilled Workers. New Delhi: Global India Publications.

Vance, Charles; Yongsun, Paik. (2010). Managing a global workforce: Challenges and Opportunities in International Human Resource Management. New York: M.E.Sharp.

Harvey, Michael; Kiessling, Tim; Moeller, Miriam. (Summer 2011). Globalization and the Inward flow of immigrants: Issues Associated with the Inpatriation of Global Managers. Human Resource Development Quarterly. Vol 22(2). pp177-194.

Gordon, Edward. (Sep/Oct 2009). The Global Talent Crisis.…

Sources Used in Documents:

References

Bratton, John; Gold, Jeffrey. (2001). Human Resource Management: Theory and Practice. Kentucky: Psychology Press.

Cornelius, Dave. (April 2011). The Education and Skills Gap: A Global Crisis. Techniques: Connecting Education and Careers. Vol 86(4). pp50-55.

Shukla, Ravinder. (2009). Talent Management: Process of Developing and Integrating Skilled Workers. New Delhi: Global India Publications.

Vance, Charles; Yongsun, Paik. (2010). Managing a global workforce: Challenges and Opportunities in International Human Resource Management. New York: M.E.Sharp.


Cite this Document:

"Leadership That Interests Me The" (2011, November 16) Retrieved September 19, 2021, from
https://www.paperdue.com/essay/leadership-that-interests-me-the-47575

"Leadership That Interests Me The" 16 November 2011. Web.19 September. 2021. <
https://www.paperdue.com/essay/leadership-that-interests-me-the-47575>

"Leadership That Interests Me The", 16 November 2011, Accessed.19 September. 2021,
https://www.paperdue.com/essay/leadership-that-interests-me-the-47575

Purpose of Paperdue.com

The documents we provide are to be used as a sample, template, outline, guideline in helping you write your own paper, not to be used for academic credit. All users must abide by our "Student Honor Code" or you will be restricted access to our website.

Related Documents
Leadership Theory in a Changing and Globalizing
Words: 5806 Length: 20 Pages Topic: Leadership Paper #: 12975181

Leadership Theory in a Changing and Globalizing Marketplace Modern business practice is permeated by the complexities of a changing world. The impact of globalization on the cultural makeup of companies, the effects of the global recession on the conventions of daily business and the evolutionary shifts brought on by emergent technology all call for an orientation toward simultaneous stability and adaptability. Only under the stewardship of a qualified, communicative, flexible and

Leadership Theories the Role of Leadership in
Words: 2434 Length: 8 Pages Topic: Leadership Paper #: 96934258

Leadership Theories The role of leadership in business organizations Many leadership theories have been applied, in different organizations, to help in attainment of the objectives of the organization. Leadership theories are many, but the most common include the trait theory, which assumes that different people inherit the qualities and also traits of leadership and later suit for the position of leadership. The characteristics related to the trait theory are behavioral and personality

Leadership Is the Process of Directing the
Words: 1913 Length: 6 Pages Topic: Leadership Paper #: 95558872

Leadership is the process of directing the behavior of others toward the achievement of some general objectives. Effective leadership is very important for molding a group of people into a team, shaping them into a force that serves as a sustainable business benefit. Effective leaders have an inspirational vision. Forethought and change expectation is their hallmark. Leaders know how to make people function in a joint fashion, and how to

Leadership: Enhancing Lessons Experience According to Johnson,
Words: 1315 Length: 4 Pages Topic: Leadership Paper #: 69084187

Leadership: Enhancing Lessons Experience According to Johnson, & Giorgis (2002), Leadership is the process in which an individual influences actions of others towards common goals, Formulates policies, strategies, and influence people towards achievement of the same strategies. Over the past decades, various changes in the world have led to various definitions of leadership. The fall of the Soviet Union, globalization and various advances have changed the world we knew. A woman

Leadership Theories and Approaches Leadership According to
Words: 918 Length: 3 Pages Topic: Leadership Paper #: 1912380

Leadership Theories and Approaches Leadership According to Kurt Lewin, all leaders fall into three basic categories: autocratic, participative, and democratic. I would describe my current supervisor as basically autocratic in her demeanor, although in a moderately benevolent way. I work as a respiratory therapist in a hospital. My supervisor must ensure that patients are seen in a timely fashion, and that all medical personnel comply with basic safety regulations. She oversees scheduling

Leadership Development
Words: 1115 Length: 4 Pages Topic: Leadership Paper #: 57050130

Leadership Development This analysis will consider deferent leadership development systems at a structured organization such as McDonalds as well as an organization that operates in more of a creative space such as Facebook. The definitions of leadership in such organizations differ significantly and require different approaches. Facebook is looking for more out-of-the-box innovators while McDonald's is seeking leaders that can fulfill needed roles with the structures that they have already designed.