Week 3 – Global Staffing
Staffing (or finding, choosing and placing) good employees is difficult even at home. However, it
becomes more difficult in other countries. For example, until recently in Russia, very few Russians
had resumes available to give to prospective employers with vacant positions. Consequently,
recruiting is often done only by word of mouth.
Deciding on the mix of local employees, employees from the home country, and even people from
third countries that will best meet organizational goals is a challenge. In staffing an overseas
operation, cost is a major factor to be considered. The cost of establishing a manager or professional
in another country can run as high as $1 million for a three-year job assignment.
Add to this the fact that more than half of global assignments end early, and staffing is a major
consideration in global HRMN.
Source: http://www.whatishumanresource.com/international-staffing
To Do List:
1. Read Chapter 2 of the Bhebe book.
2. Read the resources under Content
Week 3 Discussion
Please respond to the two questions under separate entries.
Must use the provided resources. Occasionally it may be helpful to search other resources, and some
assignments may call for additional research, but I am really looking for evidence that you read the
course material and can apply it.
Question 1:
IN YOUR OWN WORDS, explain the advantages and disadvantages of using home country nationals. In
which situation would you use this staffing strategy?
Question 2:
What three skills do you believe are most valuable for expatriates to acquire, both for an expatriate’s
career development and overall operational success, as well as the success of the companies for which
they work? Use class resources to support your answers.