CHF's HR Director Emma Hill is having a meeting with CEO Jeremy Garcia this morning about...

 

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CHF's HR Director Emma Hill is having a meeting with CEO Jeremy Garcia this morning about Project Picasso. One of the items on her meeting agenda is the staffing approach. Emma understands that a decision was made to take an ethnocentric approach to hire a club manager and send the person to Barcelona, but she still has some doubts about whether this is the best choice for Project Picasso. Jeremy encourages Emma to ask questions and also agrees that more information and discussions can be helpful for everyone to have a better understanding of this approach. Next, Emma brings up the issue of recruitment. She suggests that Project Picasso should have a selection guideline that is different from what CHF currently uses to hire U.S. managers. She thinks that a Competency Model will be an effective tool in determining the specifically required characteristics and can be used as a hiring guideline to select the best candidates for Project Picasso. Emma explains that a Competency Model is a diagram or a graph that displays all necessary competencies for successful performance in a certain role. In the case of Project Picasso, global competencies are required that include certain knowledge, skills, and behaviors for a high-performing international business manager. Once created, CHF can simply use this model to identify who checks all the boxes when the time comes for hiring. In addition, the Competency Model can also serve as a guideline for expatriate performance evaluation. Jeremy thinks it is an excellent idea. Jeremy then tells Emma to contact the independent HRM consultant that CHF has hired for Project Picasso, and requests a report about the issues she brought up before CHF's next meeting on Project Picasso. Instruction: Analysis. Analyze and compare the advantages and disadvantages of various international staffing approaches. • Make your recommendation to CHF, whether its current ethnocentric staffing approach or an alternative approach for Project Picasso is appropriate to the company. • You must support your analysis and recommendation with course materials and scholarly literature, not personal opinions. 1. Competency Model. • Select appropriate global competencies to prepare a Competency Model to help with Project Picasso's recruitment strategy. • The criteria in the model should specify the qualifications and serve as a guideline for CHF to select a candidate to work in Barcelona for Project Picasso. ⚫ use a diagram or a graph as a visual aid to illustrate your model and display the relationship among all the elements. describe each competence in the model, explain the reason for it to be included in the model, and how should CHF use the model in its international staffing process. CHF's HR Director Emma Hill is having a meeting with CEO Jeremy Garcia this morning about Project Picasso. One of the items on her meeting agenda is the staffing approach. Emma understands that a decision was made to take an ethnocentric approach to hire a club manager and send the person to Barcelona, but she still has some doubts about whether this is the best choice for Project Picasso. Jeremy encourages Emma to ask questions and also agrees that more information and discussions can be helpful for everyone to have a better understanding of this approach. Next, Emma brings up the issue of recruitment. She suggests that Project Picasso should have a selection guideline that is different from what CHF currently uses to hire U.S. managers. She thinks that a Competency Model will be an effective tool in determining the specifically required characteristics and can be used as a hiring guideline to select the best candidates for Project Picasso. Emma explains that a Competency Model is a diagram or a graph that displays all necessary competencies for successful performance in a certain role. In the case of Project Picasso, global competencies are required that include certain knowledge, skills, and behaviors for a high-performing international business manager. Once created, CHF can simply use this model to identify who checks all the boxes when the time comes for hiring. In addition, the Competency Model can also serve as a guideline for expatriate performance evaluation. Jeremy thinks it is an excellent idea. Jeremy then tells Emma to contact the independent HRM consultant that CHF has hired for Project Picasso, and requests a report about the issues she brought up before CHF's next meeting on Project Picasso. Instruction: Analysis. Analyze and compare the advantages and disadvantages of various international staffing approaches. • Make your recommendation to CHF, whether its current ethnocentric staffing approach or an alternative approach for Project Picasso is appropriate to the company. • You must support your analysis and recommendation with course materials and scholarly literature, not personal opinions. 1. Competency Model. • Select appropriate global competencies to prepare a Competency Model to help with Project Picasso's recruitment strategy. • The criteria in the model should specify the qualifications and serve as a guideline for CHF to select a candidate to work in Barcelona for Project Picasso. ⚫ use a diagram or a graph as a visual aid to illustrate your model and display the relationship among all the elements. describe each competence in the model, explain the reason for it to be included in the model, and how should CHF use the model in its international staffing process.

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SOLUTION Analysis of International Staffing Approaches Ethnocentric Approach Advantages Alignment with Organizational Culture Ensures that employees abroad share the same values goals and practices as ... View the full answer