International human resource management Assignment

International human resource management - Assignment ExampleAn organizations management should all the way state the job description and design before embarking on recruitment. Each job should have various requirements or essentials. These inherent requirements are the responsibilities and chores that should be undertaken to mystify the job done. These requirements stipulate achievement of the result rather than how to achieve them (Banfield & Kay, 2008, p. 124). The changing rail line world has made the world operate like a undersize village. The world is indeed a small global village where managers and other workers are required to work in different countries. This has brought about international handicraft managers. Arguably, escalating globalisation has brought about widening of the functions of an international business manager. Their obligations not only cover a particular region but also other contradictory regions (Bauernberger, 2007, p. 67). For this reasons, internati onal managers get to embrace and adapt quickly to different cultures. These international managers have experienced before long terms in different countries due to the short lived foreign projects and assignments. Recruitment and selection Recruitment process of any organization is often the first contact an individual has with the organization bearing in see that all participants are already or might also become customers of the organization (Arthur, 2006, p. 102). A successful recruitment is dependent upon finding the secure wad with the necessary skills, expertise and knowledge to deliver organizational objectives and the ability to make a positive contribution to the values and aims of the organization. The selection process should only be based on the ability of the individual to do the job, ability to make a contribution to the organizations effectiveness and potential for development (Compton & Nankervis, 2007, p. 145). It is lordly to be fully aware of equal opportunit ies legislation and to understand how discrimination can occur both directly and indirectly in the recruitment process. Managers need to ensure that their recruitment and selection processes are valid and nondiscriminatory (Cornelius, 2001, p. 34). The primary purpose of the recruitment and selection process is to achieve one desired end appointing the right person to the right job. This is a critical task for any manager, and one that is difficult when there is a shortage of the needed skills and experience in the apprehend market (Dale, 2004, p. 87). Authors and scholars have argued that appointment decisions are the most significant decisions of a manager. This is because they affect the managers ability to achieve targets, the quality of services or products delivered to the customer and the well-being of the whole company team (Denerley & Plumbley, 1968, p. 107). For organizations to survive, let alone flourish in the future, increasingly their perspective must be global. It h as been argued that global skills and perspectives cannot be viewed as a specialty or segment of business but should be an integral part of an enterprise. A key question concerns, what the successful business organization will look like in the near future and what competencies and qualities will be needed by managers and executives to run an international organization (Lonner & Berry, 1988, p. 143). trenchant global managers see the need to manage cultural