 In this topic, we are going to discuss about specific implications of national culture on human resource management issues. And in this topic, we are going to talk about the staffing issues that how different countries and different cultures deal with the human resource management process of staffing, recruitment and selection of employees. In advanced countries, the staffing takes place with sophisticated techniques and the reason behind this particular phenomenon is that managers have got a high level of professionalism. In advanced countries, the reason behind using advanced techniques for staffing, recruitment and selection is that managers are highly professional. There are two things that need to be taken into account. One is the job description, what you need to recruit for what you need to do, and the other is what you need to do for person specifications. If you want to do a task, what should be the knowledge, skill, abilities, educational qualifications, physical requirements, and the right kind of attitude is also most important. These are the things that are required for recruitment. So, if the manager has a very sophisticated way of job description, and according to the person specifications, the person's job fit can be created in an easy and smooth way. And for that, you can use sophisticated tools because there is a possibility that the person, organization, and person's job fit to create is high. So, the managers have a high level of professionalism and they know how to describe the job description as well as the person specification. Then, the second important factor is that the management is goal-oriented. You do not recruit because you have to keep a relative or you have to keep a reference. Those people are hired because the management is goal-oriented. They are not concerned about the employees, they are concerned about achieving the goals. So, that is why sophisticated selection techniques can be employed. And then, formal procedures such as assessment centers, they are available in the advanced countries because the advanced countries and corporations and companies in the advanced countries, they spend a lot of money on these human resource aspects because they are affluent, they have more money, they have more profits, they have higher sales and turnover. That is why they can invest on these human resource aspects and therefore they invest on these assessment centers. So, in their human resource, assessment centers are available in separate facilities where they call in people for recruitment and get them different activities. And then, their style, their attitudes, their behaviors and their proficiency are assessed in assessment centers and then their selection is done. Whereas, on the other hand, in many industrializing nations, selections are made by informal networks. And the reason for that is that there is more professionalism in industrialized nations, there are techniques available, there are people who are goal-oriented. So, that is why industrializing nations or less developed nations are not available there because these things are not available. That is why informal networks are selected through selections. That is because the selections are made on informal networks. First of all, the availability of skilled human capital is low. You know that skilled human capital that comes from the affluence and that comes from the strength of the national economy and how much you are able to spend on educating other people, educating your nation. So, if that is not there, then there is going to be a lack of skilled human capital. So, when you do not have skilled people available, then where will you hire sophisticated techniques? Because you do not have skilled human capital available. So, that is why you have to resort to hiring through informal networks. Then, there is lack of sophisticated selection techniques. On top of that, you know that you have to invest. For that, your specialized human resource managers should be there. Expert human resource management should be there. And what I talked about is how to properly define your job description and person specification. How to do that? If your human resource managers are not skilled or expert, then your techniques of selection cannot be advanced. Then, pure communication mechanisms. For example, the less advanced countries where they have to find a job or promote it or advertise it, is done in a very difficult way. There are pure communication mechanisms. For example, in advanced countries, there are organizations which actually recruit people for different organizations. Then, there are ways of communicating. There are informal networks. There are databases. There are places where you can go and find jobs. Jobs are advertised in the newspapers properly. Whereas, in less developed countries, the communication mechanisms that the availability of jobs is there for particular requirements. That is particularly low. So, people do not know where the vacancies are available. And that all is then reflected in lack of technological advances. So, technology, you know, supports all kinds of different human resource functions. Similarly, it also supports recruitment and selection. There are many recruitment and selection online in advanced countries. But the less developed countries do not have this much of a trend. Or people are reluctant to do online selection or recruitment because they are not sure if the right kind of pool will approach your company or not. So, people in the less advanced countries, they are still reluctant to use the technological devices and tools which are available to you in helping to conduct selection and recruitment in a more sophisticated way. And this should not be compared to nepotism. When you use informal networks and hire informally, it does not have anything to do with nepotism. It is just because in a particular country and a culture, people are just not available. And because of all these factors that we have just discussed, the hirers or the recruiters, they have to induct people in the form of informal networks. Then there are different variations beyond this industrialized or industrializing, you know, classification. For example, the Japanese, they tend to hire people with a greater educational background, whose education is properly done. But then they hire them and train them properly and focus on long-term careers. On the other hand, American recruiters, they screen people for specialized skills. And finally, British recruiters, they select persons with fit-to-job credentials and then train them according to the requirements. So these are the three industrialized nations, but still there are more variations in them. So there are various different types of techniques which are used for staffing, recruitment and selection in different cultures.