Hiring New People in a Multinational Company
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The workplace was once a homogenous environment where most employees had similar educational, cultural and ethnic backgrounds. Today, the workplace is a highly diverse environment both in the United States and abroad where employees from different countries and with different cultural references work side by side, and with colleagues, customers and vendors who can be located anywhere in the world. This increased diversity enriches the organization and can provide increased creativity and innovation, but it can also lead to clashes within the organization that hampers productivity. This research considers the various factors that companies need to take into account when recruiting and bringing new employees into geographically dispersed and culturally diverse organizations, and best practices that these organizations can follow to maximize their long-term potential. Best practices for companies begin with ensuring that the company operates within the legal and regulatory framework. A company that does business in several different countries, for example, may seek to hire managers from those countries and relocate them to the United States. However, there are visa issues and taxation issues that need to be addressed if the company is to remain within the legal restrictions of both countries. When companies hire employees in the foreign country to work in that country, there are also legal and re
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ence from the family, it is critical that the company provide-or make available a liaison-to support services for the family "left behind."
The Compensation Package
Compensation is also a primary concern to both the expatriate and to the company which is funding his activities. Some companies try to maintain a standard of living commensurate with the home country for the expatriate, and many analysts agree that over-compensation can be a problem for some companies. Such a policy can also be harmful to the employee, since it is simply impossible to maintain the same standard of living to which the employee is accustomed in all countries. Because of this, companies must carefully put together compensation packages which take into account the inconvenience of being away from home, but which are also realistic in light of the target country. Once the compensation package has been established, upward modifications can be made, if necessary. However, it is much more difficult to scale back an overly generous compensation package once the employee has accepted it (Welch, 2003).
The structure of the compensation and the standard of living which the employee can expect should be carefully explained to empl
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Approximate Word count = 1766
Approximate Pages = 7 (250 words per page)
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