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You are a consultant for a specialist HR recruitment firm which has been contacted by a strategic oriented CEO of a medium sized service based enterprise to assist her in filling a vacancy for a generalist HR Manager (CAHRI equivalent). The position reports directly to the CEO and plays a key role in supporting the business goals of the organisation. In putting forward a formal proposal, the CEO has stressed how important it is to recruit the right person for the role as she regards employees as the firm's most critical resource. You are required to outline your proposed methodology to the CEO, in a report format. The report must identify key criteria and assessment evidence that will be used in short listing candidates. You draw on the AHRI Model of HR Excellence as your competency framework for the role.
Specifically, your report must address:
1. Identify the four (4) most important competencies (from the model) that are required in the role. Drawing from a range of sources, concisely outline your reasoning for the prioritisation. State any assumptions relevant to your assessment of the needs of the business/CEO.
2. Provide four (4) examples per competency (16 examples in total) that may be used as indicative of what you would expect to see as evidence of the specific skills, knowledge and/or experience required to demonstrate each competency. The focus should be on converting competencies to outcomes based achievements appropriate to this level of responsibility. This may be presented in tabular form.
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QUESTION a) Provide a definition of International HRM b) Discuss the reasons for Expatriate Failure and explain what approaches can be adopted to avoid Expatriate Failure?
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