Motorola and Sony: A Comparison in HR Recruitment and Selection

1. Motorola and Sony:A Comparison in HR Recruitment and Selection Jack Chung, Sarah Duran, Ka-Yi Leung, Anthony Mai

2. Introduction • Theoretical Framework • Comparing US and Japan • Hiring Practices in the United States • Hiring Practices in Japan • Recommendations • Conclusion

3. Theoretical Framework • Recruitment Goals • Selection Criteria • Technical ability • Cross-cultural suitability • Family requirements • Country-cultural requirements • MNE requirements • Language • Importance • Consequences of Failure • Rewards of Successful Completion

4. Source: Human Resource Management, 1995

5. Comparing US and Japan Source: CIA World Fact Book 2004

6. Hiring Practices for Domestic Workers in the United States • Goals • High Productivity • Recruitment and Selection • Experienced Applicants • Resume Based • Resume Databases • Internet Applications

7. Hiring Practices for Internationals in the United States • Goals • Complete assignment with success • “Localize” expatriates • Recruitment and Selection • Experienced Individuals often from inside company • Cross-Cultural Competence • International Certificate Programs

8. Motorola • Headquarters in Schaumburg, IL • 97,000 employees (2003) • Revenues of $27,068 million (2003) • Segments: • Personal Communications, Semiconductor, Global Telecom, Commercial, Government, Industrial Solutions, Integrated Electronic Systems, Broadband Communications • Subsidiaries and Joint-Ventures in: US, Europe, China, Asia-Pacific, Latin America, and Japan.

9. Hiring Practices for Domestic Workers in Japan Recruiting and Selection: • New recruits are selected from universities (traditionally) • Lateral hires, independent contractors for special tasks, recruiting agencies, and temporary employees (currently) • Hires new recruits with no specific job clarifying a specific job function

10. Hiring Practices for Domestic Workers in Japan • Continuous in-house training and on-the-job training • Currently more outside training is used • In-house unions • Job rotation • Selection Exams

11. Hiring Practices for Domestic Workers in Japan Nenko: • Merit, age, seniority based promotion • “Ghost” promotions • Job security or “Lifetime Employment” • No longer guaranteed

12. Hiring Practices for Internationals in Japan • Goals: • Share managerial resources with overseas operations • Selection Criteria • Focus on behavioral and relational ability vs. Technical ability in the U.S. • Relational skills • Motivational state • 3 Areas: • Self-orientation • Stress reduction skills • Reinforcement substitution • Technical competence • Alienation management

13. Hiring Practices for Internationals in Japan • Selection Criteria • Other-orientation • Relationship skills • Language skills • Understanding • Respect • Perceptual-orientation • Non-judgmental • Correct and positive assumptions

14. Sony Corporation • Founded May 7, 1946 • Headquarters located in Tokyo, Japan • Total number of employees: 162,000 (as of March 31, 2004) • HR philosophy: • Stress communication between employees and top management • Value employees’ contribution

15. Recommendations • To reduce expatriates’ failure rate: • Not to underestimate the local executives • Special preparatory programs • In-house environmental awareness program • Off-site environmental awareness program • Study-abroad at graduate schools or research institutes • Temporary posting abroad, prior to formal assignment.

16. Conclusion • United States vs. Japan • Culture • Ultimate Goals • Job selection and recruitment • Trends