A discussion on policies and strategies adopted by multi-national enterprises.
Written in 2005; 675 words; 0 sources; $ 26.95
Paper Summary:
This paper discusses the relevant staffing policies and strategies that are adopted by many multi-national enterprises (MNEs) in the global theater. It explains more often than not a particular MNE's staffing strategy will align with its overall internal corporate strategy for growth and operational consistency. But, it claims, at times the staffing policies and strategies are determined by market forces such as host country demands for local employment quotas. Additionally, a specific negotiating experience is discussed wherein a Chinese negotiating team educates the opposing negotiating team regarding cultural tendencies and traits.
From the Paper:
"Some of the major staffing policies and strategies for the global organization, often characterized as a multi-national enterprise (MNE), revolve around the constant tension of hiring local or importing employees. Bringing employees in from other locations and countries implies a reliance on the use of expatriate employees as opposed to local employees. Often, MNEs tend to compromise in this staffing strategy by utilizing expatriate management and local line employees. Current staffing policies are shifting towards even replacing middle management and some top management positions with locally sourced employees as well. Yet, most MNEs rely on expatriate executive management as a sort of rite of passage to top management levels because of the experience gleaned from working and managing in an international setting."
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