Development of a Multinational Personnel Selection System
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Development of a Multinational Personnel Selection System
Individual Case Study
1. Strength and weakness
Strength:
The standard policy ensure the same selection standard applied to all offices, and ensure the candidates quality is the same
The selection procedure is conducted in house, there is more opportunity to influence possible modifications.
The inhouse HR can study the validity of the inforamtion of the selection procedure, and statistically analyze the outcomes of the procedure.
Weakness
The case didnt say the selection is used for the which level of the selection, that means it is applied for all open position.
This is not suitable for the entry level b/c it is too complicate to have 2 tiers with total 7 steps for junior position.
The finalization of Six dimensions of competency is chaos. The dimension should be determinate by HR project teams vote.
It should be developed by company strategic goal and business objective. KSAO and critical tasks should be resulting from the job analysis.
Panel interview may be hard to arrange logistics
High cost and lengthy to conduct the selection procedure. Hiring the local psychologist and translation of the question in the structure interview.
Individual telephone conferences: candidate and two HR team members : one supervisor from APAC and one from German HQ. In the screen process, it is not necessary to involved in the HQ team. In the screening interview, the interviewer asks a few straightforward questions to determine the candidates job qualifications and appropriateness for the open position. This can be done by the APAC HR. It is waste of Time and effort to involve HQ HR.
Reference check from Former employer or colleagues is not suitable in Asia, as past employers are increasingly reluctant to give reference mostly because they fear defamation lawsuits.
Thus, background check is suggested and ask the third party company to complete with candidate proper permission.
Background check should