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The Assessment and Strategy of Global Human Resources

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Martin t.
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  1. Abstract
  2. Global international human resources
  3. International managers
  4. Empower employee advocates
  5. Conclusion

This research paper is about the assessment and strategy International global human resources take when an organization deals with Attracting employees, recruiting employees, hiring, training and developing different employees for positions in a global firm. In this research were going to view and analyze how laws, trends, issues, cultures and ethics affect this process.

Global international human resources are probably on of the most challenging jobs in the world. In the United States when either hiring or recruiting someone to work in the US most successful business's or organization might go to a top university and recruit a student at the top of their class a recruit them, train them and groom them into the manager or employee that they want them to be but in global international human resources it's a lot similar but has way more challenges when to recruit the perfect employee for the job.

When businesses or organizations deal with international staffing companies like to be classifying managers or employees for the job when being recruited. What they need to know is that organizations that are in other countries or most companies around the world use local citizens from that country their business or organization is placed the reason way is that for starters you would want a local that not only knows the language but the community and the culture. This is the type of knowledge business need to know it's a helpful tip for having international business success and hears and example why, let's think about it, you wouldn't hire an American citizen to a Spanish organization in let's say in Venezuela to run an organization as a manager and that person doesn't know Spanish at all would you? Of course not you can hire someone that has the credentials or the background of speaking that language even if they weren't from Venezuela but as the knowledge of a manager, they are qualified to being an better manager that someone with no experience at all, that would be the equivalent of throwing someone in the fire with no learning experience.

[...] The Assessment and Strategy of Global Human Resources Abstract This research paper is about the assessment and strategy International global human resources take when an organization deals with Attracting employees, recruiting employees, hiring, training and developing different employees for positions in a global firm. In this research were going to view and analyze how laws, trends, issues, cultures and ethics affect this process. Global international human resources are probably on of the most challenging jobs in the world. In the United States when either hiring or recruiting someone to work in the US most successful business's or organization might go to a top university and recruit a student at the top of their class a recruit them, train them and groom them into the manager or employee that they want them to be but in global international human resources it's a lot similar but has way more challenges when to recruit the perfect employee for the job. [...]


[...] Now when dealing with third country nationals, these are basically citizens of a country other than the host country or the parent county. In global international human resources there are many reasons why organizations deal with different host country management talent for different foreign management ranks at an organization furthermore, people really don't' want to or not to prefer working in a different country were the culture is different, reason being expatriates cost is way more expensive than the cost of local management talent. [...]


[...] There is basically a new age of talent management or talented managers and now social media platforms have now a virtual water cooler where all the employees' can do certain things like communicate about different experiences around an organizations workplace culture. Empower employee advocates is a situation where powerful advocates can convey and amplify different corporate culture on top of value employer positions. Them a company or organization wants to send a message in either recruiting, hiring an new employee or even developing an employee, their most powerful assets is to let that person tell their story in their own words because the message from themselves is that more powerful than an organization tell the message for that associate. [...]

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