staffing, recruitment and selection of International Human resources Management

INTERNATIONAL HUMAN
RESOURCES
MANAGEMENT(IHRM)
Aparrajitha Ariyadasa
( B.Sc (J’pura), B.Sc. (OUSL), Post. Grad. Dip. In IP Law(wales), LLM (Colombo)
Lecturer in University of Plymouth (UK), Lymkokwin (Malaysia), SLIIT, ICBT
Attorney-at-Law, Senior Partner ATD Legal Associates (www.atdlegalassociates.com),
atdlegalassociates@gmail.com
12/7/2021
APARRAJITHA ARIYADASA 1

L5:STAFFING,
RECRUITMENT &
SELECTION
12/7/2021

STAFFING
 In staffing in international business, HR managers must determine
when or where to expatriation. Expatriate workers are frequently
assigned to key positions in overseas operations. Human resource
managers must also decide on the issue of compensation. The
compensation of expatriate workers must be examined along with
compensation of local workers and the compensation of workers in
the home country. Differences in compensation packages have
significant implications on staffing success, expatriate performance
and business performance. HR managers must also address the issue
of repatriation. Repatriation happens when the worker needs to come
back to the home country, usually to continue working for the
company. Repatriation also happens when the expatriate worker
retires. These issues have significant effects on the perspectives and
performance of expatriate workers and local workers, and the
effectiveness of HRM in staffing.
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ISSUES IN IHRM
Expatriation
Compensation
Repatriation
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EXPATRIATION
 An expatriate is an employee who has
left his native land and is working and
temporarily residing in a foreign country.
A firm's employees who are transferred
out of their home base into some other
area of the firm's international operations
are referred to as expatriates.
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COMPENSATION
compensation is the results or rewards
that the employees receive in return
for their work. Compensation includes
payments like bonuses, profit sharing,
overtime pay, recognition rewards and
sales commission, etc.
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REPATRIATION
 Repatriation is a process of returning back from a
international assignment to a home country after
completing the assignment or some other
issues. Repatriation is the last step in the
expatriation cycle and it involves readjustment
and re-entry of international managers and their
families back to their home country.
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Types of Staffing Policy Approaches in
International HRM (STAFFING MODELS)
Ethnocentric staffing
Polycentric staffing
Geocentric staffing
12/7/2021

ETHNOCENTRIC STAFFING
 The ethnocentric policy approach to
staffing designates home country nationals
as top ranking employees in global
operations. For instance, executive
positions are given to Americans in an
office of an American company located in
Indonesia. The main benefit of this staffing
policy approach is that it allows the
organization to ensure that the people in
the top positions are experienced in the
business of the firm.
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 This is especially the case where the host
country does not have enough qualified
workers for staffing top positions in the
organization. The ethnocentric staffing policy
approach is also used to ensure that the
culture of the entire organization is unified
rather than diversified. However, the problem
with the ethnocentric policy approach is that
it does not fully support the transfer of local
knowledge to the company. Also, this staffing
policy approach could block locals from
promotion in the organization.
12/7/2021

POLYCENTRIC STAFFING
 The polycentric policy approach to staffing assigns home country
workers to top positions in the central offices or headquarters,
and overseas local workers to other positions. The main
advantage of this policy approach is that it facilitates
organizational learning on local markets. This staffing policy
approach also provides better opportunities for locals to improve
their careers through promotion. However, this promotion is
limited to key positions in the local operations, and does not
include central or corporate top positions. This staffing policy
approach is disadvantageous because it could create knowledge
and performance gaps between overseas managers and managers
in the home country. 12/7/2021

12/7/2021

GEOCENTRIC STAFFING
 The geocentric policy approach to staffing assigns job
positions to any person best suited for the position,
regardless of the employee’s background, culture or
country of origin. The main advantage of this staffing
policy approach is that it is highly flexible. It can increase
the firm’s cultural knowledge about the different markets
and countries. However, a disadvantage of this staffing
policy approach is that it could be difficult to apply.
Immigration policies, costs of worker relocation and
diversity management create pressure on HR
management.
12/7/2021

12/7/2021

STAFFING MANAGEMENT POLICY IN SRI
LANKA
 MASS HOLDINGS
 NESTLE
12/7/2021

RECRUITMENT IN IHRM
(Griffin/Pustay 2013, pp. 541-543).
 Recruitment refers to searching for and
obtaining potential job candidates.
Selection is the process of evaluating the
candidates and deciding who should be
employed for a particular job The first
decision for IHRM is where employees for
the various positions should come from.
12/7/2021

12/7/2021

RECRUITMENT PROCESS
12/7/2021

 The first decision for IHRM is where
employees for the various positions should
come from. Taking the example of a French
MNC with the need to fill an executive
position in a subsidiary in Romania, there
are three alternatives: a French national, a
Romanian national or a manager from a
third country. The general staffing options,
thus, are:
12/7/2021

PARENT COUNTRY NATIONALS FIRST
OPTION
in this case French employees, frequently have the
advantage of knowing the MNC and the
headquarters' strategies, values and procedures
very well. They share a common national culture
with the staff at the corporate headquarters and
have been socialized into the corporate culture.
They often have technical competence and
experience in the specific function for which they
are sent abroad. They facilitate communication
between the foreign subsidiary and the corporate
headquarters. 12/7/2021

 They support the implementation of the
corporate strategy in the host country. On the
other hand, they usually do not know the host
country very well and might have difficulties in
adapting to the new environment. The procedures
learned in the home country might not be
efficient in the host country and cultural
adjustment can be difficult. Furthermore, home-
country nationals are a very expensive option
since in addition to their usual salaries they
receive substantial additional payments during
their assignment abroad.
12/7/2021

HOST COUNTRY NATIONAL
 ■ A second option is to employ a host-country national. In
this case, a Romanian manager would be used to staff the
position in the Romanian subsidiary. Host-country
nationals have detailed market knowledge as well as local
relations. They understand the culture of employees and
of customers better and are capable of adapting the
company's strategy to the specific requirements of a local
market. However, in some host countries, candidates with
adequate qualifications and experience might be hard to
find. Also the reduced cultural conflicts in the host-
country might be offset by an increased number of
cultural conflicts between the subsidiary and the HQ.
12/7/2021

THIRD COUNTRY NATIONAL
 ■ As a third option, an MNC may also hire third-
country nationals. In the above example, this could
be a Hungarian manager who would be selected to
work for the French MNC in the Romanian subsidiary.
Reasons for this might be that the third-country
national is expected to adapt faster to the new
environment than a home-country national or that
he has gathered experience in a certain function
that is needed in the host country.
12/7/2021

 The MNC might have a pool of internationally
experienced managers from different countries that
are used to fill positions in its different subsidiaries
regardless of nationality. Third-country nationals
might also be a compromise for the costs of the
assignment, since they still receive foreign service
premiums and other additional payments but might
have a lower base salary than a home-country
national. The third country national is a specific
type of expatriate.
12/7/2021

EXPATRIATE FAILURES
12/7/2021

Expatriate failure & success
12/7/2021

EXPATRIATE SUCCESS
12/7/2021

HOW TO MANAGE EXPATRIATE FAILURE?
12/7/2021

Selection criteria
 As selection criteria for a position in an MNC, in particular in a
foreign subsidiary, it has to be noted that a candidate must
have two sets of competences (Griffin/Pustay 2013, pp. 543-
544): The skills and abilities necessary to do the job (i.e.
functional, technical and managerial skills) and the skills and
abilities necessary to work in a foreign location and/or with
employees from different countries. This includes adaptability
to new situations, location-specific skills (most notably the
language of the host country) and personal characteristics such
as cultural sensitivity, self-reliance, motivation to work
abroad, stable family situation, etc.
12/7/2021

Expatriate selection processes in
practice
12/7/2021

Cross cultural suitability
12/7/2021

Kinds of assignments:
 short-term
 extended
 long-term = traditional expatriate assignment,
 commuter
 rotational
 contractual
 virtual
 self-initiated
12/7/2021

Expatriate roles:
 language node
 agent of direct control
Agent of direct control ensure compliance to
company policies and is a direct control mechanism
for the parent company.
 agent of socializing
agents of socialization during that phase of our
lives are the family, school, peers, and mass media.
Family is usually considered to be the most
important agent of socialization
12/7/2021

 network builder
 transferee of competence & knowledge
Thetransfer of competency or competencies from one work context to another.
 boundary spanner
boundary spanning is a term to describe individuals within an innovation system who
have, or adopt, the role of linking the organization's internal networks with external
sources of information.
 best practice
 A best practice is a technique or methodology that, through experience and research,
has proven to reliably lead to a desired result. A commitment to using thebest
practices in any field is a commitment to using all the knowledge and technology at
one's disposal to ensure success
 tacitness
12/7/2021

RECRUITING METHODS
 2.1 Recruiting methods
 Recruitment source is the place where qualified individuals are found (Mondy
& Noe, 2008). Recruitment method is defined as the ways in which potential
employees are attracted to an organisation (Kleynhans, 2006).
 Internal recruiting methods are employee database, employee referrals, job
posting and job bidding. Employee database is able to show the organisation
whether current employees have the required qualifications for filling the
vacancies. Furthermore, an employee referral is when employees mention
someone who is capable and suitable for the job opening to the recruiter. Job
posting is a procedure of letting employees know there is a job vacancy
whereas job bidding is a procedure that employees who believe that they
possess the required qualifications to apply for the vacant position.
12/7/2021

SELECTION PROCESS
 2.2 Selection process
 The first step of selection process is preliminary interview. This step is to
eliminate obviously unqualified candidates. The HR manager can conduct this step
via telephone, video or virtual job interview. Telephone interview is commonly
used as it saves time.
 The next step in selection process is review of applications and r ésumé.
Evaluation of the applications of employment is done by the employer to
determine whether the applicant is suitable for the position.
 Subsequently, the organization will administer some test such as work sample, job
knowledge, psychomotor abilities test, vocational interest, and personality. Work
sample test is used to test the ability of an individual to perform task that
represent the job itself. Job knowledge test are used to test the applicant’s
knowledge on duties of the job applied. Psychomotor abilities test assess the
strength, coordination and agility of the applicant. Vocational interest test are
used to test one’s satisfaction or interest on the occupation. Personality test
measures trait, temperaments and characters of the applicants.
12/7/2021

INTERVIEW
 Employment interview is the oral examination of candidates for employment. The employer
will exchange conversation with the applicants to evaluate them. There are two types of
interview; structured and unstructured. Structured interview ask about questions related to
the job whereas unstructured interview ask open-ended question. There are also four
methods of interviewing which are one-on-one, group, broad and multiple interviews.
 Following the employment interview, investigation of the applicants’ background and
reference are done to determine the truth of information stated. Previous employment,
education verification, criminal history and personal reference check are some elements to
verify.
 Next, selection decision is conducted. This is the most crucial step in the process. Candidate
with the best qualification would be recruited by the organization.
 Lastly, medical examination is administered to see whether the candidate is physically
capable to execute the job functions.
 If the applicants pass the whole process successfully, they will be notified to commence work
as soon as possible.
12/7/2021

2.3 Significance of Recruitment and Selection
 Recruitment and selection process is important for an
organization to achieve its goals. When the right people
are selected, the employee will produce productive
results and stay with the organisation longer hence having
a low employee turnover. If selection is not carefully
done, the employee may make mistake which leads to a
financial loss. It also wastes the time of human resource
managers to go through the recruitment and selection
process again.
12/7/2021

CASE DEVELOPMENT
 3. Case development
 3.1 Company description
 The company that we have chosen for our assignment is Public Bank Bhd. This
company was start up in August 1966 by its Founder and Chairman, Tan Sri
Dato’ Sri Dr. Teh Hong Piow. Public Bank is a top-tier bank in Malaysia. Public
Bank Berhad is engaged in investment holding, stock-broking, provision of
related financial services, management of unit trust funds and sale of trust
units, underwriting of insurance. Furthermore, Public Bank also emphasises
on a wide range of banking services such as commercial banking, investment
banking, financing Islamic banking business and card businesses. In the
market of banking services, Public Bank is the market leader in consumers
banking and retail commercial lending to SMEs in Malaysia.
12/7/2021

EX
 Besides, Public Bank has about 250 branches throughout
Malaysia .The company employs 90% in Malaysia which
mean more than 14,000 people are employed by the
company and the services that provides in each of the
branches include deposit accounts, insurance plans, loans,
insurance plan and as well as credit cards. In addition, it
has more than 100 overseas branches in countries
including Cambodia, China, Hong Kong, Laos, Sri Lanka,
and Vietnam. The Public Bank Group has demonstrated
powerful capacity of transporting exceptionally high rates
of organic growth in its core businesses. 12/7/2021

SIX SEGMANTS
 In other hand, this company perform six segments.
 Retail operations which concerning on transferring the products and
services to all small and medium-size businesses.
 Second, hire purchase operations, the provision of passenger vehicle
financing to all levels of customers are being concerned by hire purchase
operations. Furthermore, corporate lending operations provide the
financing needs of corporate customers.
 In addition, trading treasury related products and services is engaged in
the treasury and capital market operations.
 Investment banking operations which provide the business needs of
business customers.
 Last but not least, fund management operations which consist of sale of
trust units and the management of unit trust funds.
12/7/2021

 Besides, Public Bank`s banking and management excellence has continued to
be accorded prestigious domestic and international recognition. Furthermore,
its excellence performance has received several awards granted by highly
reliable institution and magazines. These awards included the Best Domestic
Commercial Bank in Malaysia by Asiamoney and The Asset, Best Local bank in
Malaysia by FinanceAsia and Euromoney, Best Bank in Malaysia by Global
Finance and the Most outstanding Annual Report Award. In other hand,
Between the 40 mainly well regarded Malaysian companies, Public Bank was
ranked at 2 in year 2003. The bank also won the KLSE Corporate Excellence
Award for the fourth consecutive year and the inaugural Malaysian Business
Corporate Governance Award in year 2003, becoming the standard bearer of
good corporate governance practices in Malaysia.
12/7/2021

HUMAN CAPITAL
 Human capital is the most valuable assets for Public Bank Group. The
Public Bank Group is committed in generating its human capital and
determine the need for a powerful performance reward system to
encourage their employees to perform better by rewarding their
employees. Previously, Public Bank Group still stands out as one of the
strongest and successful financial services group during the global
recessionary economic conditions. Besides, Public Bank Group reward the
staff with higher bonus as a result of their excellent performance. The
compensation make up of a basic salary of RM 2,800 per month for entry
level, other benefits and caring environment for the right applicants.
12/7/2021

INTERNET BANKING SERVICES
 With increasing online purchasing, Public Bank is now providing
internet banking services, PBeBank.com .The security of the internet
banking was improved with an alert mechanism that is well-qualified
to identifying and diminishing doubtful account activities and
preventing unauthorised access. Besides, this internet banking system
allows customers to make payment for regular bills. In branches,
every customer service delivery is improved with special care
counters for senior citizens, expectant mothers and the disabled.
Moreover, in each of the branches it provide convenient one-stop
assistance for customer enquiries on loans.
12/7/2021

3.2 Company recruitment practices and
implementation
 There are two recruitment methods; internal and external. Public Bank
uses both methods but mainly on external.
 Internal recruitment method
 Promotion from within
 The internal recruitment source that used by Public Bank is promotion
from within. In general it is a procedure that the manager has stated a
promise to consider promoting current employees for an opportunity
before employing applicants from outside the organization. One of the
employees, Tan Sri Datuk Seri Utama Thong Yaw Hong who was the
Director in June 1986 and made Chairman in October 1986, now serves
as Independent Non-Executive Co-Chairman of the Board at Public Bank
Bhd (Reuters).
12/7/2021

RECRUYITMENT METHODS CONT--
 External recruitment method
 Online Recruiting Method
 Public Bank is using external recruitment sources to find qualified
individuals. One of the external recruitment source that usually
used by Public Bank is online recruiting. Public Bank post their
job vacancy on their company website and job search engine
such as jobstreet.com.
12/7/2021

RECRUITMENT METHODS CONT---
Media Advertising
Besides, external recruitment method that used
by Public Bank to attract potential employees is
media advertising. The most common media
advertising that used by Public Bank to convey
their employment needs is through newspaper
namely in The Star Jobs section.
12/7/2021

JOB FAIR
 Job fair
 Moreover, Public Bank also used Job fair as one of the external recruitment
method. Job fair is a exposition or fair that organized by an organization for
the purpose of matching job seekers and people who seek for a job. One of
the job fair that Public Bank has involved is the “MCTF 12″( Malaysia Career
and Training Fair 2012). Before the Job fair Public Bank may posted their
vacancy job detail on their website. The detail included minimum
qualification, previous employment, communication skill and so on.
 Public Bank usually will transfer their employees from one department to
another department. And this could bring the benefit of providing a excellent
candidates for Public Bank to fill a vacancy.
12/7/2021

3.3 Advantages and Disadvantages of
Recruiting Methods
 Promotion from within
 . Because the current employees had gone through the training
that provide by company and it take the current employee much
less time to become efficiency and effective to the new job
because current employee is already familiar with their job, so
the current employees is someone who is capable for the empty
job in the company. Besides, it is economical. By using the
internal recruitment source, Public Bank has eliminated the cost
of advertising, interviewing, training and development since the
current employee has familiar with their works.
12/7/2021

ADVANTAGES
 In other hand, current employees have worked for the company for a
period of time. So they are able to fit in with the company culture. It is
very important because it could help to achieve organization efficiency.
For example, employees who can work well with their colleague
improve the efficiency in productivity of the organization because a
person work in a warm and good culture environment could improve the
productivity of the organization. Besides, this internal recruitment
practices could motivate the employees. It encourages the employees to
work hard and get promoted.
12/7/2021

ONLINE RECRUITMENTS
 Online Recruiting
 The advantage of e-recruiting is that it saves cost on promoting company
vacancy because it is free for Public Bank since it is placed on their
website. Secondly, it is also easy to place an online advertisement. HR
Managers don’t need an in-depth knowledge on IT since most job sites and
CV database are user-friendly.
 By using the external recruitment source of online recruiting, it is also time-
consuming because it will generate many unqualified candidates. The
human resource managers will waste time trying to filter and sift out all of
the unqualified candidates. When they are choosing candidates, they will
become confused because there are too many candidates.
12/7/2021

MEDIA ADVERTISING
 Media advertising
 The reason that Public Bank using this method is newspaper advertising can appeal to a
wider audience. Those audiences have different backgrounds, specialized knowledge and
experience. Public Bank can refer to their viewpoint and try to apply in their business. It
can also help to fill the vacancies fast.
 However, there are many disadvantages for advertising too. Advertising will waste a lot of
money. It will not be cost-effective. It is also time-consuming because it will generate
many unqualified candidates. The human resource managers will waste time trying to filter
and sift out all of the candidates. When they are choosing candidates, they will become
confused because there are too many candidates.
12/7/2021

DISADVANTAGES
 One of the disadvantages of promotion from within is limited choice for
the company. The selection of applicants is forced to be done from a
limited pool. Due to this, the quality of applicant may need to be
sacrificed and resolved in applicants that have less qualification. Other
than that, candidates from within do not have a new ideas. Employees
from within could not bring in outside talents and skills to maintain new
ideas and plans to come in. And this will not make the company grow and
improve. Moreover, promotion also can be resulted in inefficiency as it
only focus on the service’s length rather than value, and it may be a good
thing for inefficient candidates as they will not need to work hard in
order to prove that they are worth to stay in the organisation
12/7/2021

CAREER FAIR
 Career Fair
 Through this career fair Public Bank had the chance to meet up large
number of applicant in a short time. Besides, this fair allow the employers
to meet their potential employee face to face, exchange information and
impress them. However there are some cons on job fair too.
 One of the cons is during the job fair the environment may be very noisy
and overcrowded. This could affect the recruiting process. Besides, it is
time consuming, the employers may meet a lot of unqualified employees
and it may take some time to filter the unqualified employees.
12/7/2021

SELECTION PROCESS
 3.4 Selection Process
 After the recruitment process, Public Bank will undergo selection
process. Selection means choosing the best individual best suited
the particular position in Public Bank from a group of qualified
applicants. Public Bank want to make sure that the applicants is
properly matched with jobs and organization by selection process.
The selection process in Public Bank is done step by step after
Public bank recruited qualified people throughout the selection
methods.
12/7/2021

PRELIMINARY I9NTERVIEW
 The first process is preliminary interview. The main
objective Public bank do this process is to eliminate
the obviously unqualified individuals. Public bank will
phone the candidates recruited to have a telephone
conversation. In the conversation, the applicants will
be eliminate once they are found not fulfill the
qualification.
12/7/2021

REVIEW RESUMES
 Second process is review application and resumes. Qualified applicants will
send their resume according to the jobs they apply. Summary of
experience, education, training development must include in the
resume for the process of selection. Public Bank will check for
the validity and reliability of the resume in different ways such
as make a phone call to the university he or she graduated,
make a phone call to his or her last company to check for his or
her experience and personality.
12/7/2021

SELECTION TEST
 The third process is having a selection test. In Public Bank, they basically
will have cognitive test, job knowledge test and work sample test. Public
Bank will give the applicants an IQ test form to fill up, to make sure the
ability of applicants and how well he or she can perform a job. After that,
Public Bank will give them job knowledge tests to measure how deep
their knowledge about the position. After that, Public Bank will create a
situation and require applicant to solve it based on their experience. This
is the best way to test the ability of the applicant, to find out how
applicants deal with the uncertainty and solve the problem with best
solution.
12/7/2021

EMPLOYMENT INTERVIEW
 Fourth process is employment interview. Public Bank will ask
the applicants come to branch to have a face-to-face
interview. Basically, the interviewer will ask about
occupational experience, academic achievement, interpersonal
skills and how well applicants try to fit into the organization.
Public Bank will uses both structured and unstructured
interview. First ask applicants to introduce themselves, lists
out their strength and weaknesses. After that, the interviewer
will ask about the job related question. Public bank usually
uses one-on-one interview method. 12/7/2021

PRE-EMPLOYMENT SCREENING
 Fifth process is pre-employment screening. Public Bank wants
to determine the accuracy of information submitted by
applicants. Public bank will checks applicants’ previous
employment, education, criminal history, compensation history
and credit history. The validity of information is very important;
this is to make sure they hire the best workers among the
applicants.
12/7/2021

SELECTION DECISION
 Sixth process is selection decision, the most important
and critical step. Interviewer will discuss with their
head of department and head of human resource
management to choose the person most closely
conform to the open position and organization. Final
process is to notify the applicant who being chosen.
Public Bank will inform them as soon as possible by
email and formal letter. 12/7/2021

3.5 Advantages of the practice of Selection
methods in H.R management
 Save time and cost
 When Public Bank does the preliminary interview, it helps to reduce time
and effort. This method can eliminates weak candidates and send the high
quality applicants for the second interview. Phone call will not cost Public
Bank as much as compare to face-to-face interview and effort of interviewer.
It is also a way to test for the verbal skills by having tele-conversation. If the
applicants cannot perform well in tele-conversation, for sure they will also
not perfom well during face-to-face interview which require higher verbal
skills include body language, eye contact and movement.
12/7/2021

Increase efficiency
 Applicants will be given a selection tests. All the results obtain
from the selection test will be standardize and uniform. Hence, it
will be faster during make comparison between applicants,
directly increase the efficiency of selection process. Other that,
structure interview also will increase the efficiency of selection
process because the question is similar for the entire applicant
such as introduce yourself. By this, interviewer will have a best
formal answer and determine which applicant will give the
answer most close to the formal answer.
12/7/2021

Increase reliability and accuracy
 Public Bank will have a background and references checks after
face-to-face interview with the applicants. They want to make
sure that information given by applicants is not fraud and
certificates and documents submitted are recognized by the
issuing units. Once the issuing units confirmed the certificates
and documents thus prove the applicants have the qualification
with proper education background. If records are not found
when refer to the issuing units, thus can eliminate the
applicant to prevent organization hire the unqualified worker
12/7/2021

Disadvantages of the practice of
Selection methods in H.R management
 Interviewer may have bias to certain group of people
 Public Bank is using one-on-one interview method. This method is quite
inappropriate when the interviewer is biased to certain group of people. The
performance of applicants is very subjective due to the perspective of the
interviewer. For example, when the interviewer believe that man will
perform better in banking industry compare to woman, no matter how well
the women performance during the interview or having higher education of
that area, having more experience, she will still not been selected because
of the point of view of the interviewer. This may cause Public Bank lose a
better worker thus directly reduce competitive advantage.
12/7/2021

Time consuming
 Public Bank want to increase reliability and accuracy but in another
hand waste time. To check for the validity of certificates and
documents, the issuing units need time to proceed. While waiting for
the feedback from issuing unit, applicants may search for other jobs.
Once they found the information given by selected applicant is fraud,
they need to select another applicant and go through this process again.
Besides that, by having one-one-one interview method, it takes times to
review all the applicants. As we know time is crucial because when the
applicants wait for a long time and do not receive any feedback, they
may search for other job opportunity.
12/7/2021

“
”
THANK YOU!
APARRAJITHA ARIYADASA
( B.Sc (J’pura), B.Sc. (OUSL), Post. Grad. Dip. In IP Law(wales), LLM (Colombo)
Lecturer in University of Plymouth (UK), LImkokwin (Malaysia), SLIIT, ICBT
Attorney-at-Law, Senior Partner ATD Legal Associates
(www.atdlegalassociates.com), atdlegalassociates@gmail.com
12/7/2021

staffing, recruitment and selection of International Human resources Management

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