Denise Gail Watson
Homework – Week 5
September 12, 2012
Citibank Plans for Changing Staffing Needs
The year the Citibank HR manager was given to assess the staffing needs in Australia were important to the success of the bank in this location. It gave time to formulate a plan for the recruitment and selection in hiring of personnel through assessment of all facets of expatriate issues. This would include the recruitment, selection and take into the account of cultural suitability and adjustment that will automatically occur when an expatriate comes to work from another country.
Recruitment and selection would be pivotal in creating Citibank as a global presence in Australia. Recruitment is deﬁned as searching for and obtaining potential job candidates in sufﬁcient numbers and quality so that the organization can select the most appropriate people to ﬁll its job needs. ...view middle of the document...
Both processes must operate effectively for optimal stafﬁng decisions to be made. (Dowling, Festing & Engle, Sr., 2009)
Hiring people and deploying them to a position where they will perform effectively is a goal of most organizations.
One of the major differences between domestic and international staffing is that many firms have predispositions with regard to who should hold key positions in headquarters and subsidiaries. Often times, the question of which staffing policy to use is of great concern (ethnocentric, polycentric, regiocentric or geocentric). Another difference is in regard to the constraints imposed by host governments (immigration rules relating to visas).
The awareness that international Human Resource Management (HRM) is crucial not just for international staffing, but also for building corporate bonding and collaboration grew and matured between the 1960s – 1990s. In the 1980s, the idea that HRM might be of strategic importance gained ground The insight that strategy is implemented through structure had taken hold. It was then logical to argue that strategy is also implemented through changes in selection criteria, reward systems, and other HR policies and practices. In turn, this challenged the notion that there might be a “best” approach to HRM—the approach would depend on the strategy. (Knowles, Patmore & Shields, 2010)
Therefore, we can conclude from the case of Citibank’s success in obtaining a global presence in Australia was due to the detailed assessment, research and examples provided by the HR manager. Through the HR manager’s strategic use of information, Citibank was successful in obtaining 16 licenses and PCN work permits requested.
Dowling, P. J., Festing, M., & Engle, Sr., A. (2009). International Human Resource Management. (Fifth ed., pp. 109-132). Mason, OH: South-Western CENGAGE Learning.
Knowles, H., Patmore, G., & Shields, J. (2010). A marriage of convenience: Citibank, hawke-keating labor and foreign bank entry into Australia. Labour History, 98(57), Retrieved from http://www.historycooperative.org/journals/lab/98/knowles.html