Global Solutions For It Staffing Companies

By Author: Amber Miller
Total Articles: 38

With the digitization of the new generation, the organizations are getting more and more global for looking up to the talented staffing for their organization to achieve the targets effectively and efficiently. Human resource management professionals functioning for global organizations frequently have unique staffing adoptions. Global Staffing Solutions facilitates the recruitment of employees overseas for the organization’s work requirements. IT staffing companies break the employee category into:
 Expatriate- means a person is a citizen of the company’s native country but working in a foreign country.
 Host country National- means when an employee is hired by a foreign company to work in their native country.
 Third country National- means when a person is employed in a different country, and the particular company is headquartered in the third country.
Benefits IT staffing companies offer to their employees are:
 Competitive wages
 International work experience
 Competitive compensations and accommodations
 Group term Life Insurance
 Medical, dental, Disability, Vision, and other life insurance policies.
Policies for global staffing solutions:
For companies it is not an easy task to go for global staffing, thus they follow some general policies to make the task easier to operate. There are some general policies that the companies follow, they are:
1. Ethnocentric policy- The policy refers to the strategy where the managers for leading positions are recruited from the parent headquarters instead of assigning the job to the local staff. The ethnocentric policy is most preferred by the organizations because of its benefits of:
 Technical experts
 Transferring the culture of headquarter to the foreign operations
 Effective communications among the headquarters and subsidiary
 Rapid substitution
2. Polycentric policy- The policy describes that a company does a multinational approach to recruiting host country nationals for managing subsidiaries in their native country. The disadvantage with the polycentric policy is that there is a no exchange of personnel among the various countries. Apart from this, there are lots of advantages of the policy like there are no language barriers to be adjusted and thus, allows continuity of work within the host country.
3. Geocentric policy- The geocentric policy approaches people those are best suited for the leading jobs within the organizations regardless of the nationality. This approach comes with an advantage of dropping the tendency of national identification of engineers within the subsidiary units of the organization.
4. Regiocentric policy- In regiocentric policy, the employees are transferred to the particular post in subsidiaries in other countries staying within the same region. The expansion of a regional policy can support the company through the progression from an ethnocentric or polycentric approach to a geocentric approach.