W06 Reflection: International Human Resource Management
For our business model, a geocentric staffing policy, which combines elements of both ethnocentric and polycentric approaches, makes the most sense. This strategy allows us to leverage global talent while adapting to local market conditions.
Pros and Cons:
Ethnocentric (Home-Country Oriented):
Pros: Ensures alignment with the parent company's culture and values.
Cons: May lead to cultural insensitivity and lack of understanding of local markets. Polycentric (Host-
Country Oriented):
Pros: Adapts well to local conditions and fosters understanding of local markets.
Cons: May create a disconnect between headquarters and subsidiaries.
Geocentric (Global Orientation):
Pros: Balances global and local needs, promotes diversity, and fosters a global mind-set.
Cons: Implementation may be complex, and it might be challenging to find the right balance.
Organization Chart:
Organization Chart
Key Positions:
CEO (Geocentric): Oversees global strategy and ensures alignment with local operations.
Regional Managers (Blend of Local and Expatriate):
Expatriates for initial setup and knowledge transfer.
Transition to local managers for long-term operations.
Marketing Director (Geocentric):
Develops global marketing strategies.
Works with local teams for effective implementation.
Brief Job Descriptions:
CEO: Responsible for overall strategic direction and global coordination.
Regional Managers: Facilitate market entry, ensure compliance, and manage local operations.
Marketing Director: Designs global marketing campaigns, coordinates with regional teams for localization.
Expatriate Justification: Expatriates are justified for key roles requiring global expertise during the initial setup and knowledge transfer phases. This ensures a smooth transition to local management in the long term.
