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HR Staffing | Global sourcing

This is a method of sourcing of employees on a global basis. This method requires the comprehensively ensuring the activities of planning, developing, implementing and evaluating staffing initiatives on a worldwide basis to ensure staffing objectives are fulfilled. A different set of challenges are encountered while sourcing a global workforce. The complexity lies in implementing policies related to sourcing across a range of countries with different cultures, legal and political systems, etc.

The main challenge is in integration and differentiation, which are the two main competing objectives in global staffing that needs to be addressed. Integration provides a company with adequate control over its local operations that coordinates with the single adequate global strategy. Differentiation emphasizes the need to acknowledge and respect the diversity of local cultures and an organization’s expectation in those cultures. Some organizations provide autonomy to managers to the extent possible to customize their strategies and practices to meet the needs of their locations.

The local employment agencies are a good source for analyzing potential applicants for various international assignments. These are useful resources and provide characteristics of local labor. The characteristics include local skill base, local wage rates, employee turnover rates, cultural and legislative issues involved while operating in an international location. Companies carefully analyze whether an international location has sufficient amount of talent to support the planned operations and consider the number of locations before making a final decision.

Companies depend on local employment or staffing agencies to hire people in the international location, although some employees in that location are likely to be expatriates of the parent country. The labor markets in that location, the business needs and the company’s policies determine the balance between the local hires and the expatriates present in that location. For example, some countries have rules like hiring local workforce up to a certain percentage. Forecasting could be a challenge in an international location and hence many companies try to keep their workforce as flexible as possible until it is confirmed the business strategies are established and stable. Temporary local staffing helps to address this challenge and found to be effective particularly for new ventures.

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