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Introduction

The paper describes the purpose of the research for the recruitment practices along with the recruitments problems faced by Multinational Corporations in Egypt. The paper also attempts to describe the research questions for the article selected, while a detailed research methodology has also been described. Furthermore, the paper highlights the results and findings of the research, whereas, it also describes the overall implications of the research along with recommendations. Lastly, the paper describes the appropriateness of the statistical tool and a conclusion of the entire paper.

Purpose for Research

The purpose of the paper is to understand the recruitment practices and the condition of the Multinational Corporation in Egypt, while also discussing the various issues faced by these companies along with their de-recruitment activities. Furthermore, the research also aims to discuss the differentiation of recruitment practices between the small and medium enterprises against the large enterprises(Darrag, Mohamed, & Abdel Aziz, 2010).

Research Questions

The research questions have been identified below:

Q1: Identifying the various stages of the recruitment process in the MNC’s present in Egypt

Q2: Who have the responsibility for the recruitment of employees along with the problems faced by the recruitment practitioners in carrying out the HR practices efficiently?

Q3: Identifying the reaction of MNC’s for their recruitment and de-recruitment activities in contrast with the financial crisis that had hit the country in 2008(Darrag, Mohamed, & Abdel Aziz, 2010).

Methodology of Research

The research is conducted from 55 Multinational Corporations which are being operated in Egypt. These corporations were asked about their recruitment processes along with the problems faced by these companies regarding recruitments. Amongst the total of 55 MNC’s, 31 Small and Medium Enterprises have been used as the sample size, while 24 Large Enterprises have been considered for the sample size(Darrag, Mohamed, & Abdel Aziz, 2010).

The sample size that have been selected by the researcher is due their willingness, while also because the organizations are well known by the researcher. Therefore, the type of sampling method which has been used by the researcher includes convenience sampling(Darrag, Mohamed, & Abdel Aziz, 2010).

The sample size has been chosen by using the statistical tool referred to as G-Power test. The particular statistical tool is highly preferred in the social and behavioral sciences in many of the previous research studies. The actual sample size that had been chosen by the company was 107 samples, however only 55 questionnaires were filled by the respondents(Darrag, Mohamed, & Abdel Aziz, 2010).

Data Collection Method

Along with this, the data collection method that has been used by the researcher to collect the data from MNC’s include questionnaire method. The questionnaires are based on a total number of 10 questions which includes the use ofLikert scale, multiple choice questions, and an open ended questions. Therefore, the questionnaires are based on open ended and closed ended questions(Parasuraman, Grewal, & Krishnan, 2007).

Furthermore, the particular method of collecting data consumes less time since the managers of the large corporations do not have much time to address the research which is being conducted. Moreover, the questionnaires are filled by the HR managers or the assistance HR managers present at the time of conducting research(Darrag, Mohamed, & Abdel Aziz, 2010).

Results and Findings

The results indicated that the SME’s have a higher adoption rate of its recruitment process, while it is easy to establish the HR recruitment process. Furthermore, it also revealed that SME’s have lower problems in implementing the HR practices than the larger firms. Moreover, it had also been perceived amongst the various HR departments of the sample size were jointly in control by the top management of the organization and the HR department.

The management of the large organization are mostly making decisions through the use of Human Resource department, however in the small and medium enterprises the decision making power rests between the top management along with the HR staff. When the top management is involved in the decision making of candidates, then it is likely that there shall be limited merit in the organization. Moreover, it was also revealed that the Large Enterprises followed a much aggressive de-recruitment practices than the small and medium enterprises.Article Review Case Solution

Conclusion

The purpose of the paper is to understand the recruitment practices and the condition of the Multinational Corporation in Egypt, while also discussing the various issues faced by these companies along with their de-recruitment activities. The sample size that has been selected by the researcher is their number of customers. The results indicated that the SME’s have a higher adoption rate of its recruitment process, while it is easy to establish the HR recruitment process. Furthermore, it also revealed that SME’s have lower problems in implementing the HR practices than the larger firms.........................

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