motorola and sony: a comparison in hr recruitment and selection jack chung, sarah duran, ka-yi...
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Motorola and Sony:A Comparison in HR
Recruitment and Selection
Jack Chung, Sarah Duran, Ka-Yi Leung, Anthony Mai
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Introduction
Theoretical Framework Comparing US and Japan Hiring Practices in the
United States Hiring Practices in Japan Recommendations Conclusion
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Theoretical Framework
Recruitment Goals Selection Criteria
Technical ability Cross-cultural suitability Family requirements Country-cultural requirements MNE requirements Language
Importance Consequences of Failure Rewards of Successful
Completion
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76%
14%3%
0%
20%
40%
60%
80%
United States Japan Europe
Distribution of Expatriate Recall Rates above 10% in Multinationals
United States Japan Europe
Source: Human Resource Management, 1995
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Comparing US and Japan
United States JapanPopulation 293,027,571 127,333,002
Communication Low-Context High-Context
Society Individualistic Collectivistic
Promotion Merit based Loyalty based
Goals Short-Term Oriented Long-Term Oriented
Time Seen as a commodity Less Important
Priorities Family Before Work Work Before Family
Negotiation Written Contract Relationship
Source: CIA World Fact Book 2004
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Hiring Practices for Domestic Workers in the United States
Goals High Productivity
Recruitment and Selection Experienced Applicants Resume Based
Resume Databases Internet Applications
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Hiring Practices for Internationals in the United States
Goals Complete assignment with success “Localize” expatriates
Recruitment and Selection Experienced Individuals often from inside company
Cross-Cultural Competence
International Certificate Programs
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Motorola Headquarters in Schaumburg, IL 97,000 employees (2003) Revenues of $27,068 million (2003) Segments:
Personal Communications, Semiconductor, Global Telecom, Commercial, Government, Industrial Solutions, Integrated Electronic Systems, Broadband Communications
Subsidiaries and Joint-Ventures in: US, Europe, China, Asia-Pacific, Latin America, and Japan.
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Hiring Practices for Domestic Workers in Japan
Recruiting and Selection: New recruits are selected from universities
(traditionally) Lateral hires, independent contractors for special
tasks, recruiting agencies, and temporary employees (currently)
Hires new recruits with no specific job clarifying a specific job function
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Hiring Practices for Domestic Workers in Japan
Continuous in-house training and on-the-job training Currently more outside training is used
In-house unions Job rotation Selection Exams
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Hiring Practices for Domestic Workers in Japan
Nenko: Merit, age, seniority based promotion
“Ghost” promotions
Job security or “Lifetime Employment” No longer guaranteed
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Hiring Practices for Internationals in Japan
Goals: Share managerial resources with overseas operations
Selection Criteria Focus on behavioral and relational ability vs. Technical ability
in the U.S. Relational skills Motivational state
3 Areas: Self-orientation
Stress reduction skills Reinforcement substitution
Technical competence Alienation management
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Hiring Practices for Internationals in Japan
Selection Criteria Other-orientation
Relationship skills Language skills Understanding Respect
Perceptual-orientation Non-judgmental Correct and positive assumptions
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Sony Corporation Founded May 7, 1946 Headquarters located in Tokyo, Japan Total number of employees: 162,000 (as
of March 31, 2004) HR philosophy:
Stress communication between employees and top management
Value employees’ contribution
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Recommendations
To reduce expatriates’ failure rate:Not to underestimate the local executivesSpecial preparatory programs
In-house environmental awareness programOff-site environmental awareness programStudy-abroad at graduate schools or research institutesTemporary posting abroad, prior to formal assignment.
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Conclusion
United States vs. JapanCultureUltimate GoalsJob selection and recruitmentTrends