Just need a response to the 2 separate post below:

Post 1

As an international Human Resources team member for Wow Meats. The organization is opening a new operations service hub in Shanghai. We are looking to put together the hiring process for 10 transition team assignments as well as a few permanent positions in Shanghai, China. However, there some advantages and disadvantages when hiring for host-country nationals. Some advantages include hiring cost and a greater understanding of the regulations. Shanghai has higher economic activity compared to the rest of China and have larger business and tech hubs with more available English-speaking talent (Multiplier, n.d.). This would allow the organization to invest in staffing that can help us within the organization. Whereas the disadvantage is that there may not be a good understanding of the the organizational objectives. According to Eurasian Research Institute (n.d.), in the face of growing global challenges, the SCO can turn into a declarative organization that is unable to work out a joint strategy and promptly counteract external threats (Eurasian Research Institute, n.d.). However, a couple of strategies that would minimize expatriate failure is to create a well-developed training program and to provide ongoing support. Currently in Shanghai the compensation systems allow employees to receive higher salaries as well a benefit package. Shanghai minimum salary is 2,480 Yuan (Multiplier, n.d.). Employees will also receive paid holidays, vacation days, medical benefits, and injury compensation, and retirement. In which the compensation can have an impact on the hiring process due to economic factors in which can reduce profitability and labor. Nonetheless, Chinas practices of layoffs is keeping in mind relevant labor laws and latest regulations, employee severance and compensation issues, and legal risks (China Briefing, 2020). Opposed to the across-the-board pay cuts is when the organization reduces pay and bonuses so that they can successfully recover after economic issues. An example is during Covid when supplies became limited where is impact of the organization's financial status.

Post 2

While hiring or recruiting employees can be a challenge no matter how large the organization is, multinational organizations likely face unique and complex difficulties due to cultural and legal dynamics. According to Peng (2023), the different type of employees associated with multinational enterprises (MNEs) are host-country nationals (HCNs), parent-country nationals (PCNs), and third-country nationals (TCNs). While each type varies, there are pros and cons to hiring each category and depend on factors such as expertise, cultural understanding, and cost-effectiveness.

• Host-Country Nationals (HCNs): An employee hired for a job within their country in which they claim citizenship (SHRM, n.d).
  • Pros: better cultural understanding, less of an investment for the organization for training, well versed in local laws and regulations (Menon, 2015).
  • Cons: communication challenges and limited local candidates that may be able to fill roles (Peng, 2023).
• Parent-Country Nationals (PCNs): An employee hired from the country in which the MNE is based out of.
  • Pros: Strong understanding of the organizational culture and operations can provide more direction in leadership positions due to proven past experience (Peng, 2023).
  • Cons: May experience challenges due to the local culture and regulations, language barriers, more expensive to relocate (Menon, 2015).
• Third-Country Nationals (TCNs): An employee that is not from home country or the host country, hired as international freelance employees (SHRM, n.d).
  • Pros: May have more experience in working in international markets and understand the risks and challenges associated with cross-border business operations and cultural diversity (Peng, 2023).
  • Cons: Possible communication barriers and may have issues with obtaining a visa in the host country (Menon, 2015).