Development of Multinational Personnel Selection System

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Background

ComlnTec has commissioned a cross functional project team headed by Dr. Koch Objective : To build a std. personnel selection process across 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 commitment towards the firm. Little or no consideration to others view points. Currently he has been putting a lot of pressure on the 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 : Technical Competencies

Panel Interview Based on Critical Incident Technique. A candidate can be asked to narrate an incidence in which he displayed his technical competencies. Further the open ended questions can be built on the incidence described by the candidate. His skills and claims regarding his technical competencies are validated through this process. 3/4/12

Evaluation : Social Competencies

Biographic In-depth interviews. Focus is on private and professional past: to know which social and educational background he belongs to. How cultural background affects his perception and decision making processes. Done by psychologist of the same country origin as 3/4/12the candidate.

Evaluation : Communication and Leadership Competencies the The group discussion process will test
Communication competencies by testing the ability to articulate. The candidates response to the situation and ability to cope in the intense environment will bring out traits relating to Leadership.

Drawback: As the process is staged the result may not hold consistent if the role players falter in their approach.

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Evaluation: Personal Competencies

Psychometric testing procedure provide insight into a person IQ and EQ. Psychometric testing also provides the type of person the candidate is. It sheds light on the dominant traits in candidates personality that may directly or indirectly affect work. Drawback: Cultural differences will interfere in work and it is difficult to gauge the mismatch the cross-cultural team will have. For e.g. the inability of Yue Ye to deal with Anderas Muller. 3/4/12

Handle Evaluation Criteria

Standard Process : Two Tier Process Detailed information about the candidate including information on his/hers private and professional past. They understand the language barrier in different nations and hence the interpretation from English to local language and then back to English for validation.
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Cultural Difference

The cross-functional and cross-cultural team for the project belong to societies with opposite level of Power Difference. Germans are vocal about their views, concerns and objections even to people senior to them. Where as, the Chinese counterparts find it difficult to sustain arguments even with peers. This 3/4/12 may lead to a highjack of the discussion as all

Uniqueness

People from different cultures and countries respond differently to situations.

For e.g. Asians in general will be satisfied with the position and a moderate raise in compensation. But people from Europe are more concerned about the role on offer.

Asians seek higher control over subordinate while low power distance culture bred are fine with collaboration than authority.

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