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    International HR Management.

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    As an HR manager for a multinational organization, how would you recommend an organization identify the training needs of local citizens? How might training and development vary depending on the country? How would you ensure the organization meets these needs?

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    First of all, according to ITAP (2010) in regard to global resources management and organizational development, recruitment and selection is particularly challenging in a global organization where one of your biggest challenges will be finding, retaining and developing a superior workforce; for example, according to this site, the human resource management team must know how to identify the 'success factors' of a position, which is a key identification of superior candidates; successful companies know what the jobs entail and seek to hire those candidates who can be more successful/effective with the lowest amount of support; well-written job descriptions, and competency models that clearly delineate success behaviors make for effective selection and hiring, and understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of global organizations.

    In addition, according to ITAP (2010) you can support your selection process by using and teaching yourself to use Bevavior Even Interviewing (BEI) or Targeted Interview (TI) techniques; according to this site, while not difficult to learn, they are far more effective at identifying exactly what capabilities particular candidates could bring to an organization; this is particularly important when recruiting and selecting candidates from across different cultures. For example, when a particular company is planning on going multinational, according to this site, companies need to pay particular scrutiny on the part of job candidates and new hires; a well thought out and extensive assimilation process often makes new employees more likely to stay; this process should start before the offer is made, and many companies have assimilation plans for at least the initial six months on the job. According to this site, this is especially important in group and relationship cultures as it helps the new employees feel welcomed into the group and gives them time and structure to establish relationships that will be important to the employee as well as anchor their loyalty to the ...

    Solution Summary

    International human resource management is discussed in the solution. How training and development varies depending on a country is analyzed. The solution contains two references.