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Human Resources: London, Here We Come! SLP
Our company is planning an expansion of our IT services to offices in London. The company's move to London will entail special considerations for HR employees and IT employees. While U.S. expatriates, British host country nationals and Canadian third country nationals can all be considered for HR positions, the company will probably be best served by U.S. And British employees. Furthermore, employees from all 3 countries can be considered for the IT positions; however, quite a few of the candidates will apparently arise from the U.S. And Canada. Nevertheless, for the reality and appearance of fairness, candidates from all 3 nations will be openly considered for HR and IT employment.
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HR staff needed in London: expatriate employees, host country nationals, and/or third country nationals?
HR staffing in London could benefit from expatriate employees, host country nationals and third country nationals...
Expatriate employees, U.S. employees working abroad in Great Britain (Jassawalla, Asgary, & Sashittal, 2006), could be used as members of the selection committee and as mentors exercising skills and cultural richness obtained in the U.S. In order to help with selection and transition of eventual IT professionals from U.S. To British needs and for ready communication with the home office in the U.S. Host country nationals, British employees working for our company but within their own borders (Jassawalla, Asgary, & Sashittal, 2006), can provide very valuable input as members of the selection committee for selection of IT employees from the pool of British laborers, host-country mentoring and communication of British sensibilities when working with our home-based mentors. Third country nationals, here Canadian HR employees working in Great Britain (Jassawalla, Asgary, & Sashittal, 2006), could assist in bridging gaps between U.S. And British cultures primarily…
At least initially, staffing of London with IT employees could follow the same basic ideas as HR staffing: U.S. expatriates, British host nationals and Canadian third country nationals could all be used; however, the Canadian third country nationals would be the most expendable due to the U.S. And British shared language and other cultural similarities. Staffing itself could prove problematic within Britain, as Britain is traditionally deemed "liberal" and "individualistic," with poor public training considered less effective and producing a smaller pool of highly skilled workers (Adeleye, 2011). The sheer number of IT employees required -- 70 full-time and 50 part-time IT employees -- may simply not be available in Britain's limited pool. Consequently, recruitment may ultimately need to heavily rely on U.S. And Canadian IT candidates.
Beyond the probable use of heavily U.S. And Canadian filled talent pools and the necessity of excellent IT skills, any candidates should show the desired knowledge, skills and abilities of:
(1) Proven
HR Scenario Mr. CEO, President IT Services H.M. Abode, Strategic HR Administrator RE: Hiring for London Office I am responding to your request for an analysis regarding IT Services planned expansion to London, England. As I understand it, we have purchased a facility and now need to be staffed with Human Resources personnel within six-month, who will then work on hiring 70 Full Time and 50 Part Time IT professionals within the office in a
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