The Global Market and the Global Work Force

Companies that undertake international operations are constantly faced with the problem of
recruitment of adequate and skilled work force regardless of the location at which they decide to invest. HR
managers are expected to confirm that the location is adequate investment in terms of work force, and based on
that the company will decide whether it will perform in the form of green field investment, joint investment, or
perhaps acquisition licensing. Furthermore, HR managers choose the appropriate personnel and work on their
focus and development.
One of the major obstacles of HR planning is the lack of accurate data about the nature of the
workforce in most countries, especially in developing ones. Data such as gender participation rate in the labor
force, level of education and literacy, access to training and unemployment would be of immense help for the
managers in the process of selection of international staff.
The problem is that the government agencies do not always provide such information or the existing
information is inaccurate and politically motivated. As a consequence, it is impossible to assess whether the
country has workers with the required level of qualifications and training, so the company can hardly decide for
greater and more serious investment. This often leads to self-evaluation of the targeted labor market or seeking
input from local consultants, chambers of commerce, embassies and foreign companies HR.