PMGM7002 Chap.10 Hiring for an International Management Role
Hiring for an International Management Role
International HRM, put to work
The schedule gives two sessions to international human resource management, and the group final project, worth 30 per cent, applies them. Two paired teams merge, share a grade and create a reality show that stages the recruitment of an international management position.
The instructions point out that such a show involves at least two core human resource functions, job analysis and the recruiting and selecting of people, and must also educate and entertain its audience.
Framing the show around two cultures
The two cultures are assigned at random, but the job is your choice.
One framing the instructions offer is a successful firm from one country expanding into the other, choosing either an expatriate from home, broadcast at home and teaching the host culture, or a local candidate, broadcast in the host country and teaching the home culture.
The industry should fit the real business links between the two countries, and the job should combine technical expertise with managerial responsibility.
Job analysis and selection design
Challenges rest on a thorough job analysis that identifies core tasks, including daily functions and responsibilities under emergent or extreme conditions, and the knowledge, skills and abilities each task needs.
The instructions point to O*NET and to people who have done the job.
Challenge rounds should use behavioural observation such as work samples, with written tests and interviews kept to initial screening, and every method should be tailored to the cultures involved.
How it is graded
The instructions grade understanding of the cultures, thoroughness and accuracy of how well the job and its pay were analysed, how reliable and valid the recruiting and selection methods are, creativity and conscientiousness, and an engaging delivery.
The syllabus rubric separately evaluates the 20-minute presentation on style, content coverage, articulation of critical issues, use of class concepts and interaction with the audience.
What this chapter covers
- 01
The show as a hiring process
- 02
Choosing the framing and the job
- 03
Industry fit with real business links
- 04
Job analysis and core tasks
- 05
Knowledge, skills and abilities
- 06
Behavioural challenges over written tests
- 07
Reliability and validity
- 08
Compensation and incentives
- 09
The grading criteria
Worked example · free
Design and justify one challenge round
- 2Derive the core tasks and KSAs from a job analysis.
- 3Design a behavioural round that samples a core task and the cultural demand.
- 2Justify the round on reliability, validity and audience value.
Key terms
- Job Analysis
- The systematic study of a job's core tasks and the knowledge, skills and abilities needed to perform them.
- KSAs
- The knowledge, skills and abilities associated with a job and each of its tasks, used to guide recruitment and selection.
- Work Sample
- A selection method in which candidates perform a task drawn from the real job while being observed.
- Reliability
- The consistency of a selection method, so that it would rank candidates the same way if repeated.
- Validity
- The extent to which a selection method measures what the job actually requires.
- Compensation Design
- The planning of pay and incentives for a role, which the project grades for thoroughness and accuracy.
Hiring for an International Management Role FAQ
Can we use a written test in the reality show?
Only for the initial screening of applicants. The project instructions say the challenge rounds should emphasise behavioural observation such as work samples rather than paper tests or interviews, and they point out that a show filming people taking a paper test would not work as television. Keep tests and interviews to the first filter.
How should we choose the job for the show?
Choose the industry first, ideally one consistent with the real business connections between your two assigned countries, which you should research. Then choose the level and function. The instructions encourage a job complex enough to involve teamwork and leadership, and one that combines technical expertise with managerial responsibility rather than a pure general manager role.
What makes a hiring process reliable and valid?
A reliable process would produce the same ranking of candidates if repeated, which usually means observing every candidate on the same behaviours with the same criteria. A valid process measures what the job actually requires, which is why challenges should be built from the core tasks and KSAs found in the job analysis.
Assessment move
Before designing anything, build a one-page job analysis table: core tasks down the side, split into daily and emergent, and the KSAs for each across the top. Then design one challenge per row. Groups that start from the show's format rather than from this table usually produce rounds they cannot justify.
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