International Human Resource Management and organisational behviour Essay

International Human Resource Management and organisational behviour - Essay fountIn the case of running an enterprise or organization, the staffing function is a continuous process, and so the attracter or the manager particularly the Human Resource Manager should perform the staffing function at completely times. It is necessary that the management must ensure a constant availability of sufficient number of economic employees from managers, executives, technical persons to labourers, for the efficient functioning of the enterprise. Overall, the selected personnel should be physically, mentally, emotionally and temperamentally fit for the job. This can be achieved by adopting or by having an best staffing process. According to Koontz and ODonnell, The managerial function of staffing involves managing the organization complex body part through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure. This optimal staffi ng process and the resultant optimal performance of the organization exit differ according to the nature or the type of the organization. That is, organizations may be divided into national firms and Multinational firms. National or indigenous firms atomic number 18 normally started or established by the sons and daughters, or citizens of a particular nation, while Multinational companies (MNC) impart be established in particular nations by foreigners, with the native people only playing a secondary role. Due to this difference in origination, the staffing process for these two types of organization will differ. So, this paper will discuss the perspective that staffing a Multinational Company is fundamentally different from staffing a national firm, by analyzing it through case studies.Recruitment forms the first and the main part of the staffing process, whatever is the type of the organization. The HRM perspective stresses that to each one activity including Staffing should fo rm part of the whole process of people management. (Price 2002) Normally, organizations