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Recruiting For A Multinational Enterprise in China

The document discusses a new HR team formed by a multinational company to recruit managers and factory workers in China. It notes that the CEO is micromanaging the hiring process and violating hierarchy by communicating directly with HR team members. It also stresses the need for cultural sensitivity training so employees of different nationalities can work together harmoniously.

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Kham Aim
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109 views5 pages

Recruiting For A Multinational Enterprise in China

The document discusses a new HR team formed by a multinational company to recruit managers and factory workers in China. It notes that the CEO is micromanaging the hiring process and violating hierarchy by communicating directly with HR team members. It also stresses the need for cultural sensitivity training so employees of different nationalities can work together harmoniously.

Uploaded by

Kham Aim
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Recruiting for a Multinational

enterprise in China
A new HR team is formed to create and establish a
new system for recruiting and selecting managers
and factory workers for different positions
throughout the company in China.
The CEO is not provided enough assurance that the
hiring of 85 employees would be completed by the
HR team and hence, he is micromanaging and
interfering with the hiring process done by the
team. The hierarchy levels were also violated
where the CEO was communicating directly with
members of the team. Also, for the different
positions, line managers were excluded from the
whole process.
There also should be more sensitization to different
cultures so that people of different nationalities can
work together without any disparity arising from

Racial Discrimination and Racial Harassment :


SHRM
Case establishes a scenario where racial discrimination
can take place in an organization.
It highlighted the points where as an individual and as a
HR one need to be sensitive about such issues and take
pro-active steps to avoid any case of Racial
discrimination.
The case provides us insights on how small incidents
which we consider as small jokes can provoke feelings
of racial description within an employee. As an HR, one
should be aware of such incidents and try and make the
employee aware of such aspects
Also, corrective measures should taken in case an
employee feels that he has been discriminated.

We Googled you
The case talks about the CEO of a luxury apparel
retailer who was looking to enter Chinas luxury
goods market and is looking for a team. The
decision to hire Mimi, who seemed to be the
perfect fit, was put on hold when they googled her
and found out about her role as a protest group
leader.
Basically, the case talks about how we should be
careful about what we post online as they leave
digital footprints making it very easier for
recruiters to find out information about
candidates past.

Meeting the diversity challenge at PepsiCo


This case raises the question of business strategy affecting the talent
philosophy and rightly sensed the customer would become the key
focal point.
Pepsi recognized the importance of people as a resource in increasing
market share and devised marketing strategy to focus on minority
markets.
Early diversity initiatives include changing the company from a
performance-driven culture to one of people development. Other
initiatives include BMA, etc. to form an inclusive culture.
Steve Reinemund Era includes:
Stage 1- African American Advisory oard was formed as a diversity
strategy. An executive committee was formed which looked at
performance bonus, hiring, promotion. Importance of diversity was
realized with increasing market share.
Stage 2- Inclusion of differently abled, LGBT groups, DIGC (celebrating
us), authentic conversation, there were performance metrics for culture.

Recruitment and selection process


of Coca-Cola
We have an article which talks about the consumer centricity of
the company. In most cases, the company compensates the
employees for the expenses incurred by them. They have a
very distinctive winning culture. Also, the company maintains
and manages candidates file during recruitment process to
ensure comprehensive data collection of candidates.

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