Recruitment and Selection. Gender and Ethnicity Discrimination

Trabajo de Seminario , 2016 , 27 Páginas , Calificación: 1

Economía de las empresas - Administración de empresas, gestión, organización

In the following paper we define the meaning of recruiting and selection in an international context. By showing statistics of some international studies, we try to demonstrate the steady grow of international assignments. Additionally we will show in our study, that recruiting and selecting new individuals for international assignments is a complex task and the company has to focus on a variety of factors. Recruiting and Selection is one of the most important issues in human resource management. It means that the department has to find the most appropriate candidate for the vacancy. The employees, who work in a different country than their home country, are called "international managers" or "expatriates". By application, job interviews, trial work, and so on the staff department tries to select the right person for the job.

With the rapid development of the globalization, international managers gained more and more importance and the human resource management became more complex. To manage the recruiting and selection of expatriates, the international human resource management has to focus on different kind of things: the international taxation, the selection and training of international managers, dealing with different international governments all over the world, international relocation, and so on.

Table of contents

1. Introduction
1.1 Statistics

2. Criteria for Recruitment

3. Criteria for Selection
3.1 Main criteria of selection
3.2 Evaluation of criteria

4. Gender and Ethnicity discrimination in recruitment
4.1 Discrimination in higher positions
4.2 Discrimination ofWomen and the position of a Women in a Company
4.3 Regulations for discrimination
4.4 Pros with having a mixed culture workgroup

5. The myth of the international Manager
5.1 The two definitions of the ‘international manager’
5.2 Critique of the ‘international manager’
5.3 Future implications on international recruitment and selection programs
5.4 Final remarks on the ‘international manager’

6. Conclusion

• Universidad: University of Innsbruck
• Calificación: 1
• Autor: Alexander Tauber (Autor)
• Año de publicación: 2016
• Páginas: 27
• No. de catálogo: V505805
• ISBN (Ebook): 9783346086648
• ISBN (Libro): 9783346086655
• Idioma: Inglés
• Etiqueta: personal, personalpolitik, human, resources, human resources, international human resources management, human resources management