Recruitment of International Employees for an Expansion

Analysis of the Lucky Dragon
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Analysis of the Lucky Dragon
1 Introduction
In today's globalized world, businesses are increasingly expanding their operations beyond domestic borders. As a result, companies face the challenge of building and managing global employees that can effectively operate in diverse cultural environments. Global employee framing and appointing, international recruiting, option, repatriation, and global training and handling progress are essential to a successful international workforce (Anonymous, 3A). Companies must identify each position's essential skills and competencies when planning an international workforce. This information is used to design a staffing plan that aligns with the organization's strategic objectives. Companies also need to consider the local labor market, cultural norms, and the availability of qualified candidates when planning their international workforce.
Recruiting international employees requires a comprehensive understanding of the local culture, language, and customs (Anonymous, 9C). This is particularly important when recruiting employees from non-English speaking countries. Organizations need an effective recruitment strategy that can attract qualified candidates worldwide. International selection is a critical aspect of international staffing. Companies must have a rigorous selection process to identify the best candidates for international positions (Muduli & Trivedi, 2020). This includes assessing candidates' language skills, cultural fit, and cross-cultural communication skills (Anonymous, 27A). Managing global manpower requires a systematic and strategic approach to global employee force framing and option, international recruiting, selection, repatriation, and international training and controlling progress (Anonymous, 31B). Companies must develop comprehensive strategies to help them identify and attract qualified candidates, manage their international workforce, and provide employees with the necessary training and development opportunities (Anonymous, 4C). With effective international HRM practices, companies can build and manage a successful international workforce to help them achieve their strategic objectives in a globalized world.
2 Discussion and Analysis
2.1 Ed Mcmillan as an International Assignee
Sending Ed McMillan as an international assignee to lead the expansion into Hong Kong has advantages and disadvantages. While Ed McMillan's familiarity with the company culture and operations, industry knowledge, experience with international assignments, and leadership skills can be beneficial, the cultural differences, language barriers, family issues, and costs associated with the move can pose significant challenges (Anonymous, 24A). Ultimately, the decision to send Ed McMillan to Hong Kong will depend on the company's strategic objectives, available resources, and willingness to manage the risks associated with the international assignment.
2.1.1 Advantages
Ed McMillan has been with the company for ten years and is familiar with the company's culture and operations. This familiarity can help him navigate the company's p...