A Short Guide to Staffing Policy: Issues and Approaches

If you are looking at working in a part time staffing agency, better choose the one where you can learn a lot from.

If you want to gain more experience in this field, then look for the best staffing companies to work for. Start googling “employment staffing agencies near me” and find out what staffing agency can best provide you with the experience necessary to be competitive for the job.

One of the skills you need to learn is how to do staffing policy correctly.  Staffing policy refers to the selection of employees for the specific job. When we say a particular task, we refer to certain key positions within a company.

However, staffing policy for transnational companies can be a bit more complicated. Human resource managers need to consider different issues when it comes to staffing people for a position in multinational companies.

Below are three of the most common issues involved:

1. Expatriation

Expatriation is when employees are assigned to fill in critical positions for operations overseas.

Some of the things that need to be considered include:

• When and where the expatriate workers will be assigned
  
  
• Relocation costs

2.    Compensation

Compensation for expatriate workers can be very complicated. You have to consider both the benefit of the local workers and the expatriate’s home country. You need to have a reasonable cost to offer the expatriate workers as this will affect their business performance.

3.    Repatriation

Repatriation is when expatriate workers need to go back to the home country either to continue working or to retire. The human resource department will have to work on the paper works as well as the benefits that these workers will get.

Three approaches that organizations can do to have an effective staffing policy for an international company

1.    Ethnocentric Staffing

Definition: A staffing policy approach where home country nationals are designated in top ranking positions abroad. This approach is useful for international companies.

• Advantages: With the ethnocentric approach, the organization will be able to fill in the need for qualified individuals to take on key positions of the company. This can also promote a unified culture within the organizations, and core competencies can be transferred
• Disadvantages: The approach can cause resentment to the host country. An example situation would be if the employee chosen to take on the critical position in another country does not want the position or if a local employee wants the position, but the company chose someone from the host country. There is also a possibility of cultural myopia if employees are not willing to look beyond the diversity of culture their coworkers have.

2.    Polycentric Staffing

Definition: Polycentric staffing is when host-country nationals are assigned to key positions in the subsidiaries while the parent-country nationals take the key positions in the corporate headquarters

• Advantages: It provides opportunities for the locals, and the company can save more since they don’t have to pay for the relocation expenses and salary of expatriate workers.
• Disadvantages: Though it is an advantage for local employees, they are still somehow limited due to the availability of crucial positions in the company. It can also cause a gap between the headquarters and its foreign subsidiaries. 

3.    Geocentric Staffing

Definition: This kind of approach is when any person who is qualified will get the position despite his/her background, culture or country where he/she came from.

• Advantages: This approach flexible. It is also fair since it looks more on the employee’s qualifications. 
• Disadvantage: It is expensive to implement. 

Indeed, staffing policy can be very complicated that’s why it would be best to work people who have the experience and expertise to get the job done.