Project 2: Project Management in an International Environment Step 8: Hire and T

Project 2: Project Management in an International Environment
Step 8: Hire and Train Store Personnel
The message from Cassandra Seltzer, the executive assistant of TCS. Inc, couldn’t come at a better time. She wrote that the top management of TCS would like to see a standard structure and composition of the new store management and personnel. She also mentioned that Steva Brown from the TCS HR department was assigned to help you with the HR aspects of the project. She has worked for TCS for many years and knows the requirements, policies, and procedures well.
In this step, your team will develop a human resource management (HRM) plan which should include a summary of staffing, hiring, and training proposals. You also should explain and justify the costs associated with these project activities (if it was not done in the previous step). These costs should be included in your total project budget.
Before preparing your plan, it will be useful to think critically about the peculiarities of international staffing, plus the practices and processes of recruitment and training.
For feedback from your instructor submit your project schedule (Gantt chart), estimated project costs, and human resource management plan to your team’s group discussion area only. Then continue to the next step, where you will develop a risk register for this store construction project.
Learning Topic
Staffing Internationally
Print
In any organization, people play a key role in the company’s success or failure. Finding and recruiting the right personnel for the right positions is not an easy task, especially if the company goes abroad. In addition to the increasing competition for talent and the constantly evolving labor market, cultural differences, local practices, and regulations add to the complexity of this process.
Companies use different staffing approaches when they go abroad. Some organizations rely on a “home-country national strategy.” They send employees from their home country to work and live abroad. Other companies prefer to hire local workers. It is especially valuable if labor cost is cheaper in a foreign country. The last approach is to hire “third country nationalities,” i.e., people who temporarily came to the country for work and are not citizens either of home or host countries. In some countries, they comprise a solid portion of the labor market. For instance, according to the International Labor Organization, “The United Arab Emirates (UAE) has an estimated population of 9.3 million (2021 estimates) of which some 665,145 are UAE nationals, and 8.7 million migrant workers, most of whom are temporary contract workers.”
Whatever strategy companies choose, they should establish proper communication between their home and foreign entities to be sure that overseas operations are in line with the companies’ strategies and policies.
References
International Labor Organization, United Arab Emirates,
Retrieved 11-14-2023 from: https://www.ilo.org/beirut/countries/united-arab-emirates/WCMS_533531/lang–en/index.htm#:~:text=The%20United%20Arab%20Emirates%20(UAE,whom%20are%20temporary%20contract%20workers.
Resources
Staffing Internationally
The Recruitment Process
Recruitment Strategies
Steps to Take in Training an Employee
Taylor, S., & Woodhams, C. (2022 ) Human resource management: People and organisations [Chapter 02 Talent Management and Workforce Planning]
Licenses and Attributions
Human Resource Management, adapted by University of Minnesota, available under Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License @2016. UMUC has modified this work and it is available under the original license. (https://open.lib.umn.edu/humanresourcemanagement/)