The Recruitment Process in Transnational Corporations - Polish Journal of Management Studies

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The Recruitment Process in Transnational Corporations

Abstracts > Vol 10.1

THE RECRUITMENT PROCESS in TRANSNATIONAL CORPORATIONS
Ślusarczyk B., Golnik R.

Abstract: The article is devoted to recruitment and human resources approach to transnational corporations. Factors like: employee ability, education, skills, experience, behaviours, personality traits and motivations influencing the companys prosperity. Thats why recruiting process is so important to pick appropriate candidate from the market and bring to company some extra value through this actions. The theoretical approach to this problem has been complemented by a case study of corporations that are among the so-called "Big Four" involved in the advisory industry and nowadays regarded as the most prestigious place for work.

Key words:
"Big Four", transnational corporation, recreation process.

Introduction
Human resources may be approached in two different ways. The economic approach treats them as labor force which constitutes one of the three means of production. Whereas the second one, known as the personnel policy, refers to the business management and treats human resources as individual employees or particular departments of the company responsible for recruitment, training, reinforcement and management of the employees (Jasiński, 1999).  Human resources constitute the most valuable assets of the organization which individually or collectively contribute to the achievement of the objectives established by a given unit (Kulej-Dudek at al., 2011). Therefore, the skillful and effective management of these resources appears to be a crucial attribute (Armstrong, 2000). HRM can be regarded as "a set of interrelated actions with the ideological and philosophical justification". Not only does the human resource management include planning, staffing, development and reinforcement of the personnel in a given institution but also the establishment of the relationships between the employees of different echelons (Kostera, 2000).
In the age of fierce competition, not only the one spreading through various regions but especially the one which refers to the global perception of the company, the most important objective of the HRM is the process of obtaining the employees (Pocztowski, 2007). In order to meet the demands posed by the globalization, the companies are looking for candidates who fit to the current needs of the market. Hence, the organizations frequently use their own specific evaluation and candidates selection techniques (Griffin, 2005).
It is not easy to meet the requirements established for the candidates during the application process for the Big Four companies (Deloitte, Ernst & Young, KPMG and PricewaterhouseCoopers) and only the most prepared applicants are able to meet this challenge. Very often learned behaviors based on past experience are not the features the employers are looking for. The characteristics that are in heavy demand include innate qualities and abilities which are hard to develop.
The purpose of this article is to present the recruitment process in the world's most prestigious advisory corporations and to provide the outline of the factors that are taken into account during the assessment and candidates selection process. The analysis of the selected recruitment methods shows that the candidates selection process in the aforementioned enterprises is very demanding and even though the firms come from the same industry, they use different recruitment techniques in order to match the candidates strictly to the requirements posed by the company.


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Conclusion
The effectiveness of the company depends on the quality of work of its employees. The crucial factors influencing the company
s prosperity are as follows: employees abilities, education, skills, experience, goals and values, attitudes and behaviors, personality traits and motivations. Some of these skills are provided by the company on its own but the vast majority of them is innate or learned from the previous experience.
Therefore, the selection of the appropriate employees allows you to optimize the work of the whole corporation. Very often, in order to select the best candidates, the recruitment process consisting of several stages is a bit complicated. Taking the "Big Four" companies as an example, it is clearly visible that the selection of candidates is an arduous process in which only the most talented participants are able to fulfil their dreams. Nowadays, it is not enough to submit the application consisting only of a CV and a covering letter. There is a large number of tasks and tests on various topics that the candidates have to undertake. What is more, they need to take part in the job interview with the HR department and manager, as well as make a video-conference with business partners.

References
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Proces rekrutacji w korporacjach transnarodowych

Streszczenie: Artykuł został poświęcony tematyce rekrutacji i podejścia do zasobów ludzkich w korporacjach transnarodowych. Teoretyczne ujęcie tego problemu zostało uzupełnione przez studium przypadku korporacji znajdujących się w gronie tak zwanej „Wielkiej Czwórki”, zajmujących się branżą doradczą i uznawanych za najbardziej prestiżowe miejsca pracy w dzisiejszym świecie.

Słowa kluczowe:
„Wielka Czwórka", korporacje transnarodowe, proces rekrutacji.

在跨国公司中的招聘过程

摘要:文章致力于招募和跨国公司人力资源办法。解决此问题的理论方法已被辅以属于所谓'四大' 参与咨询行业,如今被视为最负盛名的地方工作的公司的案例研究

关键字:'大四',跨国公司、 康乐活动进程

 
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