Resume for Domestic Workers - PowerPoint by fci10973

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									Motorola and Sony:
A Comparison in HR
  Recruitment and
     Selection
  Jack Chung, Sarah Duran,
  Ka-Yi Leung, Anthony Mai
                   Introduction
   Theoretical Framework
   Comparing US and Japan
   Hiring Practices in the
    United States
   Hiring Practices in Japan
   Recommendations
   Conclusion
           Theoretical Framework
   Recruitment Goals
   Selection Criteria
       Technical ability
       Cross-cultural suitability
       Family requirements
       Country-cultural requirements
       MNE requirements
       Language
   Importance
       Consequences of Failure
       Rewards of Successful
        Completion
           Distribution of Expatriate Recall Rates
                 above 10% in Multinationals
            80%             76%

            60%

            40%

            20%                             14%
                                                              3%
              0%
                      United States        Japan            Europe

                           United States   Japan   Europe

Source: Human Resource Management, 1995
                            Comparing US and Japan
                                    United States             Japan
     Population                        293,027,571          127,333,002
 Communication                        Low-Context           High-Context
        Society                       Individualistic       Collectivistic
     Promotion                         Merit based         Loyalty based
         Goals                     Short-Term Oriented   Long-Term Oriented
          Time                     Seen as a commodity     Less Important
      Priorities                   Family Before Work    Work Before Family
    Negotiation                      Written Contract       Relationship


Source: CIA World Fact Book 2004
      Hiring Practices for Domestic
      Workers in the United States
   Goals
     High   Productivity
   Recruitment and Selection
     Experienced
                Applicants
     Resume Based
          Resume Databases
          Internet Applications
    Hiring Practices for Internationals in
             the United States
   Goals
      Complete   assignment with success
      “Localize” expatriates

   Recruitment and Selection
      Experienced     Individuals often from inside company
           Cross-Cultural Competence
      International   Certificate Programs
                           Motorola
   Headquarters in Schaumburg, IL
   97,000 employees (2003)
   Revenues of $27,068 million (2003)
   Segments:
       Personal Communications, Semiconductor,
        Global Telecom, Commercial, Government,
        Industrial Solutions, Integrated Electronic
        Systems, Broadband Communications
   Subsidiaries and Joint-Ventures in: US,
    Europe, China, Asia-Pacific, Latin
    America, and Japan.
        Hiring Practices for Domestic
              Workers in Japan
Recruiting and Selection:
 New recruits are selected from universities
 (traditionally)
        Lateral hires, independent contractors for special
        tasks, recruiting agencies, and temporary employees
        (currently)
    Hires new recruits with no specific job clarifying
    a specific job function
        Hiring Practices for Domestic
              Workers in Japan
   Continuous in-house training and on-the-
    job training
       Currently more outside training is used
    In-house unions
    Job rotation
    Selection Exams
        Hiring Practices for Domestic
              Workers in Japan
Nenko:
 Merit, age, seniority based promotion
       “Ghost” promotions
   Job security or “Lifetime Employment”
     No   longer guaranteed
    Hiring Practices for Internationals in
                   Japan
   Goals:
        Share managerial resources with overseas operations
   Selection Criteria
        Focus on behavioral and relational ability vs. Technical ability
         in the U.S.
            Relational skills
            Motivational state

        3 Areas:
           Self-orientation
               Stress reduction skills
               Reinforcement substitution
        Technical competence
               Alienation management
Hiring Practices for Internationals in
               Japan
   Selection Criteria
        Other-orientation
               Relationship skills
               Language skills
               Understanding
               Respect
          Perceptual-orientation
             Non-judgmental
             Correct and positive assumptions
               Sony Corporation
   Founded May 7, 1946
   Headquarters located in Tokyo, Japan
   Total number of employees: 162,000 (as
    of March 31, 2004)
   HR philosophy:
     Stress communication between employees
      and top management
     Value employees’ contribution
              Recommendations
To   reduce expatriates’ failure rate:
  Notto underestimate the local executives
  Special preparatory programs
       In-house  environmental awareness program
       Off-site environmental awareness program
       Study-abroadat graduate schools or research institutes
       Temporary posting abroad, prior to formal assignment.
                 Conclusion
   United States vs. Japan
     Culture
     UltimateGoals
     Job selection and recruitment
     Trends

								
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