Which policy in international human resources management focuses on hiring based on the parent company's home-country perspective?

An ethnocentric policy in international human resources management centers on the approach where the parent company of a multinational corporation primarily hires individuals from its home country for key positions in foreign operations. This policy reflects a belief that home-country nationals possess the necessary skills, knowledge, and corporate culture to effectively manage subsidiaries abroad.

By prioritizing candidates from the home country, the ethnocentric approach aims to ensure alignment with the parent company's objectives, values, and operational strategies, fostering a sense of control and coherence across global operations. This could be particularly useful in situations where there is a need to transfer the company’s core values and practices to foreign subsidiaries.

In contrast to this approach, the polycentric policy emphasizes hiring local talent from the host country, which can enhance local responsiveness and cultural understanding. The regiocentric policy focuses on hiring individuals from within a particular geographic region rather than strictly home-country nationals or local hires. The geocentric policy takes a more global view, employing the best talent regardless of nationality, which can lead to a more diverse and innovative workforce but may not prioritize the home-country perspective.

Understanding the ethnocentric perspective is crucial for businesses as they navigate the complexities of international operations and strive to maintain brand integrity and operational consistency across various cultural landscapes