Author Question: Companies using a polycentric staffing approach, avoid using parent-country nationals to fill in key ... (Read 63 times)

jc611 · **on:** Jul 7, 2018

Companies using a polycentric staffing approach, avoid using parent-country nationals to fill in key managerial positions.

Indicate whether the statement is true or false

Question 2

What are the advantages of the global staffing approach?

What will be an ideal response?

Question 3

When a company is at the internationalizatio n stage of strategic expansion, and has a centralized structure, it will likely use a polycentric staffing approach to fill key managerial positions.

Indicate whether the statement is true or false

Question 4

With an ethnocentric staffing approach, host-country nationals are hired to fill key positions in their own country.

Indicate whether the statement is true or false

Question 5

Briefly define the ethnocentric, polycentric, regiocentric, and global staffing approaches.

What will be an ideal response?

ky860224 · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

This is great. Thanks

Answer to Question 2

Thank you soo much

Answer to Question 3

Many thanks to you.

Answer to Question 4

Posted another one can you check that one too? Thanks.

Answer to Question 5

Ethnocentric staffing approach is used to fill key managerial positions with people from the headquartersthat is, parent-country nationals (PCNs).
With a polycentric staffing approach, local managershost-country nationals (HCNs)are hired to fill key positions in their own country. This approach is more likely to be effective when implementing a multinational strategy.
In a regiocentric staffing approach, recruiting is done on a regional basissay, within Latin America for a position in Chile. This staffing approach can produce a specific mix of PCNs, HCNs, and TCNs, according to the needs of the company or the product strategy.
In the global staffing approach, the best managers are recruited from within or outside of the company, regardless of nationality. This practicerecruiting third country nationals (TCNs)has been used for some time by many European multinationals.