The purpose of this research is to discuss aspects of personnel management with regards to both public and private employers in the international sector. Since the field of personnel management is so broad, the research will discuss aspects of personnel which are of special concern to international agencies and employers. Among these will include: biculturalism, establishment of wage and benefit levels, problems of adjustment, political considerations and management attitudes.
In order to discuss the special aspects of personnel management in the international sector, a brief overview of personnel practices in U.S. corporations is presented as follows.
Selection Process: Within major U.S. corporations, the personnel function is a centralized one. Even in a company which espouses decentralized management, such as IBM, centralizes the personnel function within each subsidiary. In recruiting higher-level employees, most corporations maintain a resume file of high-talent employees and send recruiters around to colleges to interview promising candidates. Upon the initial selection for interviewing, most candidates will be given a preliminary interview by the Personnel Officer, who will then go over their applications and check their references. Some corporations have their potential management employees undergo extensive testing. Upon selection, the process of orientation begins.
Management Goals/Policy: Policy in the personnel area has been defined as "the organizational intentions in recruiting, selecting, promoting, developing, compensating, organizing, motivating, and otherwise leading and directing people in the working organization." Corporations differ according to the intent or ultimate objective behind their personnel policies. IBM, for example, is known as having an extremely paternalistic system. It prides itself on providing job security, top wages, and a comprehensive system of benefits, including a wh...