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Hi Jacque,
I know you are just trying to make a point but knowing Dr. John Sullivan (he was the Dean of the HR program and SFSU when I attended) I'm sure he is not suggesting companies skirt the local laws.

His focus is on talent acquisition and getting companies to globalize their talent strategy. Companies have to find the right balance between the advantages of such a strategy vs the administrative infrastructure issues.

I can't imagine any company taking it to the extreme or your example. A globalized talent strategy can be very logical if done appropriately based on each companies needs.

Agree Trevor. Dr. John is very knowledgeable but sometimes he comes across as a cheerleader. People reading his article/comments are often ill informed and need to hear the pros and cons. Also he is not the only person with articles promoting this approach.

In general HR people have very little knowledge of anything international --- providing clear info would be in everyone's best interests. I

It is expensive and not often logical for companies to set up business entities just to hire. And hiring contractors is just as problematic overseas as in the U.S.

My only goal here is to point out the pitfalls. Just as HR needs to understand international compensation --- they also need to understand recruiting.

Yes, Dr. Sullivan is always going to focus on results first and administrative issue second. If you can build the business case to show the benefits out weigh the negatives you move forward. Does this mean having at least 2 or 10 employees in a given country before it makes sense? This is what each company needs to figure out. If you have an administrative group that just says "no" because they don't have the resource without understanding the business case is when you have other issues. The business case should also include the funding for the right resources.

Consultants and speakers are always going to push the extremes to make a point and push people to a little further down the continuum.

Trevor I apologize if I haven't been clear. I'm not proposing that an "adminstrative" function should just say "no". My whole purpose in writing this is to point out the fact that there is more to global recruiting than "get them where you can find". HR needs to know the whole story. Surely we can agree on that.

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