International Workforce Planning
IWP/Job
Analysis
Recruitment
SELECTION
SELECTION
100
Headquarters maintains tight control over the international operations. HR policies are exported. Talent, skills transfer one way.
What is ETHNOCENTRIC
100
Employees working in their own country vs. citizen's of the organization's home country who work abroad
What is Home Country National (local national) vs. Parent Country National
100
Clear statements of the most important attributes & principles the organization wants to consistently communicate in all aspects of talent acquisition/management
What is BRAND PILLAR IDENTIFICATION
100
Interviewer asks every applicant the same questions; ensures similar information is gathered from all candidates and makes it possible to compare
What is STRUCTURED or REPETITIVE INTERVIEWS
100
Helpful when applicants do not have the necessary experience to describe relevant examples from their past; questions probe for responses to simulated situations.
What is SIMULATED INTERVIEWS
200
International Operations are distinct national entities; local nationals are hired; limited cross border movement of skills and talent
What is POLYCENTRIC
200
systematic study of jobs to determine what activities (tasks) and responsibilities they include, the personal qualifications, necessary for performance, the conditions under which work is performed, and the reporting structure
What is JOB ANALYSIS
200
Achievement & status as a benchmark organization recognized for authentic best practices others want to learn about & emulate.
What is BENCHMARKING
200
Interviewer asks applicants questions from same KSAs area; questions may not always be the same
What is PATTERNED OR TARGETED INTERVIEWS
200
Interactive interviews in which multiple job applicants work with each other in a true to life work setting OR pairs an applicant with a group of staff to work on a true to life work issue; helps to determine how an applicant interacts with others
What is FISHBOWL INTERVIEW
300
Operations managed regionally; talent & skills and acquisition policies are developed within regions
What is REGIOCENTRIC
300
The KSAs and other personal characteristics that work together to allow an employee to produce outstanding performance in a given area of responsibility.
What is Job Competencies
300
Identification or mapping of critical interaction points when potential applicants and candidates come in contact with the organization's brand.
What is TOUCHPOINT MAPPING?????
300
Interview poses specific questions of the candidate & keeps control; highly structured
What is DIRECTIVE INTERVIEW
300
Akin to 360* process - supervisors, peers & subordinates are part of the interview process
What is TEAM INTERVIEW
400
Organization is viewed as a single national enterprise; strategic plan is global.Talent & skills are deployed globally.
What is GEOCENTRIC
400
A group of related competencies that together describe successful performance for a particular job or role, in a particular organization.
What is Competency Model
400
External plus internal costs divided by the total first year compensation of new hires is a
What is RECRUITMENT COST RATIO
400
Interviewer asks open questions and provides general direction, but allows applicant to guide the process
What is NONDIRECTIVE INTERVIEW
400
Structured questions are spread across the group, with the individual most competent in the relevant area asking the question
What is Panel Interview
500
Employees who are citizens of one country, work for a company whose headquarters is in another country and is assigned to work in a 3rd country.
What is Third Country Nationals
500
The characteristics that are valued by an organization and are tied the vision, mission and method of operating
What is CORE COMPETENCIES
500
ratios that determine which recruitment source or method produces the greatest yield and identify areas that may need improvement. eg Number of offers extended divided by number of applicants
What is YIELD RATIOS
500
Interviewer asks very pointed questions to determine if the individual possesses the job competencies (KSAs) necessary to the job. Candidate gives examples from personal experience.
What is Behavioral Interview
500
degree to which the interview test or selection device measures the KSAs or other qualifications that are actually part of the job
What is CONTENT VALID
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