‘Cultural Intelligence and Expatriate Performance in Global Assignment: The Mediating Role of Adjustment’. Ramalu, S.S., Rose, R.C., Uli, J., & Kumar, N.
Selecting human resources terjemahan dari free#
ASEAN-CHINA FREE TRADE AGREEMENT (ACFTA) dan realitas kesiapan sumber daya manusia Indonesia. Human Resource Management, edisi kesembilan.
Jakarta: Kantor Perburuhan Internasional (ILO). Perdagangan di Bidang Jasa dan Ketenagakerjaan: Kasus Indonesia. Hambatan komunikasi antar budaya dalam penerjemahan di perusahaan modal asing Jepang. Analisis pengaruh gaya kepemimpinan ekspatriat terhadap komunikasi lintas budaya dan job satisfaction karyawan (Studi kasus gaya kepemimpinan ekspatriat di PT.
Organizational Behavior, edisi keduabelas. “Composing an International Staff”, dalam Harzing & Ruysseveldt (eds), International Human Resource Management, London: SAGE Publications.
Selecting human resources terjemahan dari how to#
(2000).Building Cross-Cultural Competence: How to Create Wealth from Conflicting Values. ‘Assesing Intercultural Competence: Issues and Tools’, dalam Deardorff, D.K (editor) ‘The Sage Handbook of Intercultural Competence’. ‘Assessing Intercultural Competence’, New Directions for Institutional Research, no. ‘Synthesizing Conceptualizations of Intercultural Competence: A Summary and Emerging Themes’, dalam Deardorff, D.K (editor) ‘The Sage Handbook of Intercultural Competence’. ‘The Process of Cultural Competence in the Delivery of Healthcare Services: A Model of Care’, Journal of Transcultural Nursing, Vol. International Human Resource Management: Policy and practice for the global enterprise, edisi kedua. ‘The Role of Faculty Members’ Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries’. Jurnal Administrasi Bisnis, 41(1), 43-50.īeuckelaer, A.D., Lievens, F., & Bucker, J. Krakatau Daedong Machinery, Cilegon-Banten). Analisis implementasi gaya kepemimpinan lintas budaya ekspatriat Korea Selatan (Studi pada PT. Armstrong’s Essential Human Resource Management Practice: A Guide To People Management. Appointment Letter- once all the above steps of selection process are satisfactorily completed, the candidate is appointed & is hired for the job profile.Armstrong, M. Medical test- if the candidate accepts the job offer, a medical test is conducted to check the overall wellbeing & health of a candidate.Ĩ. Job offer- once a company selects a final candidate, they offer a job with salary, perks etc to the candidate.ħ. Generally, interviews are one-on-one face to face, but can also be done via phone, video conferencing etc.Ħ.
Interview sessions are detailed so that it helps the recruiter understand the candidate as much as possible. Interview- after all the above steps, a few candidates are selected for a personal interview with the department heads. Group discussions- in case there a large of candidates applying, a group discussion or GD becomes a step to evaluate the candidate's knowledge, language, confidence, participation etc.ĥ. Written test- to test the technical knowledge & skills of shortlisted candidates, written tests are conducted.Ĥ. Shortlisting CVs- based on a candidate's education, work experience, skill sets etc, CVs of candidates are shortlisted for the subsequent selection process steps.ģ.
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