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Development ofMultinational Personnel
Selection System- Group F2
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Background
ComlnTec has commissioned a cross functional project teamheaded by Dr. Koch
Objective : To build a std. personnel selection processacross the globe.
25 new positions in APAC on account of restructuring. 90% of the management team should be origins of the
country they will be working in.
Cross Functional team consists of:
Research asst. from China
Trainee from China
Intern from Germany
HR managers from head quarter office
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Peter Koenig, Firms Owner
Strong control orientation
Distrust on employees
Motto: Trust is good, control is better Used Key Functionaries : Spies
Expected complete employee commitmenttowards the firm.
Little or no consideration to others view points.
Currently he has been putting a lot of pressure onthe team and demanded Koch to submit the final
report by end of the week.
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Koch, Director : HR 17 years relationship with the firm.
3 years @ regional HQ, Hong Kong.
Cosmopolitan
Firmly believed in B.E.I. system.
Preferred validation over ambiguity.
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Job Competencies
Technical Competencies
Social Competencies
Communication Competencies
Leadership Competencies
Personal Competencies
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Evaluation : TechnicalCompetencies
Panel Interview Based on Critical IncidentTechnique.
A candidate can be asked to narrate an incidencein which he displayed his technical competencies.
Further the open ended questions can be built onthe incidence described by the candidate.
His skills and claims regarding his technical
competencies are validated through this process.
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Biographic In-depth interviews.
Focus is on private and professional past: to know
which social and educational background hebelongs to.
How cultural background affects his perceptionand decision making processes.
Done by psychologist of the same country origin
as the candidate.
Evaluation : SocialCompetencies
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The group discussion process will test theCommunication competencies by testing theability to articulate. The candidates response tothe situation and ability to cope in the intense
environment will bring out traits relating toLeadership.
Drawback: As the process is staged the result maynot hold consistent if the role players falter in theirapproach.
va ua on : ommun ca onand Leadership
Competencies
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Evaluation: PersonalCompetencies
Psychometric testing procedure provide insightinto a person IQ and EQ.
Psychometric testing also provides the type ofperson the candidate is. It sheds light on thedominant traits in candidates personality thatmay directly or indirectly affect work.
Drawback: Cultural differences will interfere inwork and it is difficult to gauge the mismatch thecross-cultural team will have. For e.g. the inability
of Yue Ye to deal with Anderas Muller.
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Handle Evaluation Criteria
Standard Process : Two Tier Process
Detailed information about the candidate including
information on his/hers private and professionalpast.
They understand the language barrier in differentnations and hence the interpretation from Englishto local language and then back to English forvalidation.
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Cultural Difference
The cross-functional and cross-cultural team forthe project belong to societies with opposite levelof Power Difference.
Germans are vocal about their views, concernsand objections even to people senior to them.
Where as, the Chinese counterparts find it difficultto sustain arguments even with peers.
This may lead to a highjack of the discussion as all
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Uniqueness
People from different cultures and countriesrespond differently to situations.
For e.g. Asians in general will be satisfied with theposition and a moderate raise in compensation. But
people from Europe are more concerned about the roleon offer.
Asians seek higher control over subordinate while
low power distance culture bred are fine withcollaboration than authority.
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