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APPENDIX 1: INTERVIEW OUTLINE
A Study on Global Staffing Strategy of MNCs --- Cases of the Banking Industry
This research intends to study how successful foreign banks staff their overseas branches, including practices of recruitment, selection and training of mid-level managers. Any difficulties ever encountered and relevant solutions will also be collected.
The in-depth interview is going to last for less than an hour. In addition to the main issue of global staffing strategy, background information of the company and interviewee will also be collected. However, your privacy is guaranteed with anonymity. Meanwhile, a transcript will be offered afterwards as you request for double checking the accuracy.
Thank you for your kind assistance! It is because of your valuable contribution that makes this research more meaningful!
Sincerely yours,
Graduate student, Teresa Tan Advisor, Dr. Ted Tsai
Institute of International Workforce Education and Development, National Taiwan Normal University
Company Background Information
Year of establishment; Services; Number of global employees; Annual gross revenue (global & local); Global sites; Global organizational chart
The ratio of overseas assets to global assets; The ratio of overseas sales to global sales;
The ratio of overseas employment to global employment
The percentages of nationalities of top management, mid-level management, and
first-line management around the globe, respectively (Should global statistics are not
available, that of Taiwan branch would be a good substitute.)
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Interviewee Background Information
Job title and # of years on current job.
Interview Questions
1. The internationalization stage/degree of your company
In what way does the HQs/regional HQs control and coordinate overseas branches?
Who is responsible for the institution of HR policies in Taiwan?
Do overseas branches have the power to make any changes in current financial services/products or even to initiate new ones?
Are there any informational or personnel interactions between Taiwan branch and other foreign branches?
2. Recruitment of mid-level managers for overseas sites
Through what channels does your company recruit overseas mid-level managers?
What is the procedure of such recruitment?
3. Selection of mid-level managers for overseas sites
What are the major duties of overseas mid-level managers in your company?
What are the criteria your company would take into consideration when selecting qualified overseas mid-level managers?
What are the tools used for selection of overseas mid-level managers? How does the selection process proceed?
4. Training of mid-level managers for overseas sites
What kinds of orientation and on-the-job training courses does your company offer to overseas mid-level managers?
How does your company conduct needs analysis for orientation and on-the-job training provided to overseas mid-level managers?
How does your company assess the effectiveness of above mentioned training courses?
What kinds of support or training does your company offer to the family of expatriates?
5. Have your company encountered any obstacles when recruiting, selecting, and
training overseas mid-level managers? How were these difficulties solved?
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APPENDIX 2: INTERVIEW OUTLINE (CHINESE VERSION)
跨國銀行海外人才佈局策略之研究
A Study on Global Staffing Strategy of MNCs --- Cases of the Banking Industry
您好：
本研究旨在探討標竿外商銀行如何進行「海外分行中階經理人之招募、選任與訓 練」，以及在上述過程中曾遭遇過哪些問題與採取之解決辦法。
本研究擬以深度訪談方式進行，時間約為六十分鐘，內容包含公司背景資料、受訪 者基本資料，以及前述海外人才佈局策略；訪談結束後，研究者會將訪談資料整理成文 字檔，供您查核內容之正確性。此外，爲確保您的隱私權，受訪者身份將以匿名方式呈 現於研究中。
謹在此誠摯的感謝您撥冗接受訪談，您的參與將使本研究之結果更具參考價值！
敬祝 平安喜樂
國立臺灣師範大學 國際人力教育與發展研究所
指導教授：蔡錫濤 研 究 生：譚鴻雅 Mobile：09XX-XXX-XXX
E-mail：69474012 @ntnu.edu.tw
公司背景資料：
創立時間、服務項目、員工人數、營業額、海內外營運據點、全球組織架構圖
海外資產佔總資產的比率、海外分支機構年營業額佔總營收的比率、海外員工人數 佔總員工比率
全球(或台灣)高階、中階與基層經理人國籍分布比例
敬上
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受訪者基本資料：
職稱、服務年資
訪談問題：
