McGraw Hill Higher Education 2010 6 to designated countries are required to

Mcgraw hill higher education 2010 6 to designated

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McGraw-Hill Higher Education, 2010.
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6 to designated countries are required to adapt and cognitively be involved in the new surroundings and working environment. It’s important for the organizations when using staffing strategy to consider matching their firm-level skills in management. However, this objective has not been achieved yet. Various studies point to the fact that the use of technical versus the development requirements assignment type differed depending on the level of assignment and strategy adopted by the management. Development approach was used by main firms on global strategy in utilizing the expatriates. Therefore, these firms developed a high number of senior managers with overseas experience and had high development in leadership skills 6 . 3.0 Identification of problems 3.1 Lack of skilled talent The country at the moment do not have skilled talent and difficulties in establishing a competitive salary structure for local employees, local tax and benefits regulations, regional i complexities that surround the employment laws can be a daunting task for the management and HRM to deal with. It becomes very troublesome when operating and working in these countries. In addition to the various challenges faced by employees working with local nationals while conducting business in emerging markets, they experience problems with the expatriates that are located in these markets in the current moment. To attract the skilled talent and solve the problem, the expatriates should be paid very well and provided with ambient working environment when they are willing to work outside their country. 3.2 Difficulty attracting expatriates with technical skills 6 Dennis, Briscoe, Ibraiz Tarique, and Randall Schuler. International human resource management: Policies and practices for multinational enterprises . Routledge, 2012.
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7 In addition to insufficient local talent in the country’s emerging markets, incenting and attracting expatriates with the required managerial and technical skills is becoming a great challenge and extremely difficult for various companies in the country that try to staff operations. There is a problem with the establishment of competitive retention and attractive policies, getting the right candidate and dealing with equity issues between the local nationals and the expatriates 7 . Having attractive policies and getting the right candidate is a must to resolve the issue. Workers will take and perform temporary work to undertake a specific project or tasks and it results to a both win-win for the employees and the company. 3.3 Talent acquisition challenges. The changing candidate base poses a great challenge to the human resource in talent acquisition. The department is mandated to understand the inflow and trend that exist in the job market despite the glaring changes in the pool of candidates. Business in the current context should find a way of dealing with millennial. They tend to have unique desires and needs in response to their career and what their expectation form the job. As suggested by other members,
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