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 Article 1: {Kang, H., & Shen, J. (2013).
International recruitment and selection practices
of South Korean multinationals in China. The
International Journal of Human Resource
Management, 24(17), 3325-3342.}

 Article 2: {Cocuľová, J. (2015). An Analysis of

Determinants of Recruitment and Selection
Outsourcing Implementation. Acta Universitatis
Agriculturae et Silviculturae Mendelianae
Brunensis, 63(1), 185-191.}
 Objective
 To determine how recruitment and selection helps
in rapid growth of organisation
 To determine the procedure of recruitment and
selection in South Korean and Chinese industries
 To study the approach of the international staffing
 To gain vivid insight on Repatriation management

 Method: Data collection is done by Primary Method

 Argument: Recruitment and selection plays
significant role any industries. Therefore, it is
significant for conduct discuss the findings:
 Utilising four approaches for staffing. The
approaches are ethnocentric, polycentric,
geocentric and regiocentric.
 Utilisation of expatriates for filling the skill
gaps, development of management and
development of organisation
 Argument have been laid on the utilisation of
expatriates by different country.
 Objective:
◦ To established set of standards for recruitment and selection
outsourcing in order to develop the recruitment and selection
procedure
◦ To prepare a plan for staffing before implementing the
outsourcing
◦ To prepare a strategic approach for using the outsourcing for
recruitment and selection
◦ To manage the relationship with the supplier for outsourcing
◦ To plan duration for using the outsourcing for recruitment
and selection
 Method Primary source of data
◦ Questionnaire has been prepared and then distributed to
others
◦ Uses of statistical tools and techniques for measuring the
responses
◦ Using of hypothetical testing tools
 Utilisation of general approaches like home-
based, host based and integrative approaches
for recruitment and selection.
 Using the head-hunters is considered to be
the effective way of recruitment by the
managers
 All the interviewee stated that the
organisation has provided the repatriation
assistance.
Conclusion
It has been stated by many researchers that
there is huge literature gap on HR operation
of the Korean and the Chinese industries.
This research is successful in filling those
gaps. It can also be stated that policies of
selection and recruitment for Korean and
Chinese industries is polycentric staffing.
There is few emphasis on adjustment of
culture as well as development in career in
repatriation and expatriation management.
Conclusion
It has been stated by many researchers that
there is huge literature gap on HR operation
of the Korean and the Chinese industries.
This research is successful in filling those
gaps. It can also be stated that policies of
selection and recruitment for Korean and
Chinese industries is polycentric staffing.
There is few emphasis on adjustment of
culture as well as development in career in
repatriation and expatriation management.
 Objective:
◦ To established set of standards for recruitment and selection
outsourcing in order to develop the recruitment and selection
procedure
◦ To prepare a plan for staffing before implementing the
outsourcing
◦ To prepare a strategic approach for using the outsourcing for
recruitment and selection
◦ To manage the relationship with the supplier for outsourcing
◦ To plan duration for using the outsourcing for recruitment
and selection
 Method Primary source of data
◦ Questionnaire has been prepared and then distributed to
others
◦ Uses of statistical tools and techniques for measuring the
responses
◦ Using of hypothetical testing tools
 Argument:
◦ Outsourcing would not be suitable for the
organisation as it has the risk factor of mismatching
of choice
◦ It might be not possible for all the time that the
outsourcers will provide the best employees or the
required one and it will cost to the organisation
◦ Outsourcing is helping hand of HR team in an
organisation in order to get required candidate for
them
 Conclusion:
◦ Survey questionnaire has been conducted by the
researcher
◦ Outsourcing is important for an organisation
◦ Outsourcing is a time sourcing activity that helps
large sector organisations to save their time
 Both the article is typically based on
recruitment and selection. The first article
gives a vivid idea on the stagging approaches
which are to implemented at the time of
recruitment for increasing the efficiency of
the recruitment process. The second article
contributes in establishing the determinants
for successful implementation of outsourcing.
It also helps in understanding that how the
staff should be prepare before they are going
to be outsourced.
THANK YOU