Unit 11 (International Management)

1. What are the most popular subjects to study at universities and colleges in Russia? Why?

As for Russia, students prefer to study such subjects as economics and management or law because there are a lot of companies that need to have an accountant, managers and so on. On the other hand, engineering subjects are popular too because salaries of persons with a background in engineering are much bigger. So many people try to get technical, economic and law education together.

2. If you wanted to find out about job opportunities or vacancies at a large company or international organization, how would you do it?

If I wanted to find out about job opportunities or vacancies at a large company or international organization, firstly, I would look through its sites; secondly, I would use the services of such sites and companies as Head Hunter and others, because many large organization recruit new employees by using its services.

3. What information is given about DaimlerChrysler in the article?

This group was formed in 1998 through the merger of Daimler-Benz and Chrysler of the US. DaimlerChrysler is one of the mainstays of the Baden-Wurttemberg economy, sustaining 242 000 people in employment across Germany. To extend its global reach, the company had ambitious plans to grow in automotive business, however, one of the most critical issues facing the group was where it would find, in sufficient numbers, people with right qualifications to make it happen. So, its recruitment campaign went global. In addition, competition for talent from other large industrial groups was bound to increase. Its recruitment problem had been made worse by a steady decline in the number of students electing to study engineering since the early 1990-s. That is why the company was supporting the establishment of two private universities in Baden-Wurttemberg.

4. Look at the websites of some well-known international companies. Describe their approach to recruitment using the Internet?

Ideally, first step of such approach is when a candidate applies to vacancy and sends his or her CV, letter of application or recommendations. Then you should wait while company’s specialist will call you back and if your resume was interesting for this company, he or she would appoint a job interview. During this interview you will ask to do tests or to take part in different activities such as business games and so on. After that, you will have a job interview with your line manager. Finally, it is possible that you will have to meet with a manager of department. Then, if you are an appropriate candidate and you don’t have any questions about this vacancy, you are welcome to this company, but before this you should solve all problems with documents.

Unit 12 (International Management) 1. What are the different methods a company can use to find new employees? Which are you most familiar with? Which do you think are most effective? There are a lot of different approaches to selection a company can use to find new employees. The first and the most common one is blanket mailshot through the Internet. Nowadays different specializing websites are used to maintain this process. In such a website employer can browse at the CV of potential employees and choose the most suitable candidates for the further interview. A would-be employee can also search for the company he or she wants to work for and apply for the available positions. The next method is used commonly by well-known large international companies. It is open days and the program of internship for graduates. А company may announce about the program of internship through the Internet and also may organize «the fair of vacancies» in any universities. I suppose this is the most effective method because it allows company to employ the most talented and intelligent students in order to grow them within the company. Cost for employment are low as well, since graduates are usually agree to be underpaid in the first time, preferring to attain experience. 2. What are the most common selection methods used by companies and organizations in Russia, (e.g. interviews, intelligence tests)? Do you think selection methods vary from country to country? The most common selection method used by companies and organizations in Russia is face-to-face interview with potential candidate. The first step which precedes it – is an analyzing CV, there the employer access the necessary expertise and background. Then the telephone interview may follow where the information from the CV is confirmed and the applicant is asked for an interview. There different methods of interviews are used. Employer may ask you to write a test, where your analytical abilities are tested, he might check the level of your intelligence and he may ask you to tell real situations from work challenges as well. I think selection methods vary from country to country in a great degree. What is appropriate in one country may be unusable in another. In Anglo-Saxon cultures, for instance, the norm is assessment centers, intelligent tests and measurement of competences. Whereas in Latin and Far Eastern cultures is very often characterized by ascertaining how well that person fits in with the large group. 3. Give the description of the SWAN criteria. Do the "SWAN" criteria have international validity?  SWAN criteria is a method of assessing applicants through the selection process in the country. It is worked out by the American consulting firm, Hewitt Associates. According to this technique the would-be candidate should be Smart, Willing, Able and Nice. Those can suggest the following qualities. Smart means clever, well-dressed and neat, willing may mean helpful, enthusiastic, eager, able means competent and skillful. And last but not least, nice follows qualities as being friendly, sociable, enjoyable, pleasant, beautiful and kind. However, these concepts, all perfectly understandable to other Americans, can have very different meanings in other countries. For example, being able may mean being highly connected with colleagues, being sociable or being able to command respect from a hierarchy of subordinates, whereas the intended meaning is more about being technically competent, polite and relatively formal. Similarly, what is nice in one culture may be considered naïve or immature in another. 4. What things can cause cultural misunderstandings? SWAN criteria can have different meanings through the countries. It might imply different qualities behind the abbreviation S W A N. This sometimes lead to misunderstandings, especially for the companies which work internationally and have a great deal of subsidiaries, integrated by unified HR policy. For example, being able may mean being highly connected with colleagues, being s