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Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_6

Tham khảo tài liệu 'practical applications and recommendations for hr and od professionals in the global workplace_6', kinh doanh - tiếp thị, quản trị kinh doanh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | 118 Going Global hand recruits across the globe with a specific set of criteria and looks for individuals who fit the GE value system. For instance in 2007 of the 1 053 students hired into GE s leadership programs 224 were from Asia 148 were from Europe the Middle East and Africa and 681 were from the Americas Hill 2008 . There is no one best practice or gold standard for recruiting but there are certainly some practices that organizations have followed which have helped them identify and attract good candidates Fernandez-Araoz Groysberg Nohria 2009 . Typically when human resource practices fit exogenous contingency factors such as national culture and laws as well as endogenous organizational factors such as size or technological sophistication of the organization they most effectively help enhance organizational performance Immelt Govindarajan Trimble 2009 Lengnick-Hall Lengnick-Hall 1988 McGaughey De Cieri 1999 Schuler Tarique 2007 . In the next two sections we outline key external and internal contingency factors that may influence organizations recruiting efforts and call for managerial attention to these when chalking their recruitment strategies. Exogenous Contingency Factors in Recruitment Exogenous contingency factors are those that are outside of the immediate control of the organization but are those which may significantly influence organizational functioning. In this section we focus two factors that can impact recruiting strategies and outcomes the macro societal or cultural context and the external labor market in which the organization is situated. We especially focus on these two factors because of their direct impact on recruiting strategies and activities. Given the various cross-country and sometimes within-country differences in legal elements such as employment standards worker compensation unionization human rights and the availability of niche literature regarding the legal context of human resource practices Berkowitz Muller-Bonanni 2007 .