Recruitment and Selection Strategy

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Third, promoting from within enables Harrison Corporation to know that the individual fits well with the organization's culture and have a proven performance record. Because the individual is already familiar with the company's culture, the internally promoted employee can hit the ground running instead of having to go through an onboarding process or extended orientation (Noe, et al, 2008).

External Recruitment (Janette)

In contrast, external recruitment process aids to identify and attract job applicants from outside the organization. This process also begins with a planning stage in which both organizational and administrative issues are sorted out. Thereafter, a recruitment strategy is formulated to determine where, and how, to look for qualified applicants. Since there are numerous ways to advertise the job vacancy, the organization should take advantage of posting the job vacancies using all the technological media to include the Internet job websites, the company’s own website, the social media, and possibly staffing agencies to saturate the labor market (Heneman & Judge, 2009).

Conducting external recruitment brings new ideas and talents to the organization. This should be conducted both in Costa Rica and in the United States as long as the candidates meet all of the qualification requirements as described in the job descriptions. The external recruiting also opens up opportunities to find experienced and qualified candidates that may not be currently available within the organization. In addition, external recruitment may also provide new, innovative ideas for management strategies, which creates a forward-thinking approach that stimulates both advancement and growth (Newton, 2015).

However, external recruiting contains some disadvantages. Unfortunately, recruiting externally may increase the company’s recruitment costs. Further, moral problems may surface because employees may feel slighted for not being selected. Nonetheless, external recruitment may also motivate current employees to achieve more and set higher goals for future opportunity to be promoted (Newton, 2015). To address the advantages and disadvantages of two important recruitment sources, it is important to compare and contrast the recruitment strategy of three different sectors of the labor market.

Labor Market (Janette)

One of the key functions of human resource management is employee and labor relations. Employee relations is the official interaction between employees and management regarding the employer-employee relation, in which includes such things as work decisions, complaints, and conflict resolution. The host country is an employee that is a citizen of the country in which is where a company foreign subsidiary is located. A third country national is in which the employee is a citizen of one country working in another country for a company headquartered in a third country. Harrison Corporation in which marketing analyst work closely with the country manager to ensure all goals and objectives are met for product design. The individual over these decisions in the company must be a person who is creative and can identify new opportunities in which fit the Harrison product line. The product design must include packaging of supplies and services to customers who may involve identification of a new products that are unique to the Central American market. Since the Harrison corporation is based in Europe and south America and expanding into central America we must have a low cost producer when selection for staffing for each positions. The positions are similar in selection so the employees selected must obtain common similarities.

Staffing internationally we must obtain a staffing strategy which must consist of three main strategies home country national strategy, expatriates, and host country national strategy. The home country national is greater control of the organization (2012). The home country national is commonly used in language barriers, managers gain experience in local markets, possible greater understanding and implementation of business strategy, cultural understanding and morale builder for employees of host country. Host country national advantages are also language barrier is eliminated, possible better understanding of local rules and laws, and also hiring cost such as visas are eliminated. However the third country national is the third country national may be better equipped for bring the international perspectives to the business, and cost associated with hiring such as visas may be less expensive than with the home country nationals (2012).

Role of Management (Roger)

Many companies such as Harrison Corporation are challenged with acquiring the most talented and qualified people with the right skills as they expand their business operations globally. This process can be accomplished with the use of external recruiting while retaining the same talented and skilled people through internal recruiting. Companies must build comprehensive succession management in conjunction with career management tools to help fill critical roles for the organizations.

Succession Management (Roger)

According to Heneman & Judge, succession management is only possible in an organizational culture that encourages honesty, openness, and risk taking at the executive management level (2009). The higher level management must be willing to distinguish and separate individual performance and a corporate culture where truth and honesty are valued more than politeness. Thus, a succession management planning must incorporate best practices to be successful (McCarthy, n.d.).

- The organization must have commitment and involvement of the CEO and Board. The succession management planning is owned by the executive level, and the members are contribute to the process by providing feedback, asking relevant questions, and holding themselves accountable to the success and failure of the process.

- The executive level must also conduct regular talent reviews.

- The executive level must identify only viable successors for a handful of key “C level” positions and “pools” of high potentials for the top levels of the company that can be developed.

- The executive level with the support of HR department must take a pipeline approach to development by identifying and developing talents at all levels of the organization.

- The organization must hold the executive team accountable by measuring key activities and results.

- The succession management