An analysis of recruitment, training and retention practices in domestic and multinational enterprises in the country of Brunei Darussalam

摘要

This paper studies the behavioural differences in the recruitment, training and retentionudpractices of domestic (DEs) versus multinational enterprises (MNEs) in the country of BruneiudDarussalam. Hypotheses from literature survey predict MNEs to be more stringent in theirudrecruitment and training and rigorous with promotion practices. Results show this is to beudlargely true. MNEs are found to be more rigorous in recruitment and place more emphasis onudsuch traits as candidates’ ‘devotion to task’, ‘self-motivation’, and ‘independent judgment’.udDEs rely more on internal appointments than external. MNEs place more emphasis onudtraining; they also emphasise a stronger work culture by relying on ‘induction byudsocialisation’, and ‘buddy system for mentoring’. When analysed by age, older firms wereudfound to place more importance on language and commitment. They also rely on training viaudthe buddy system and on external appointments for senior posts. Large firms place emphasisudon employees’ willingness to travel and work experience in other countries as the mainudrecruitment criteria. Large firms also believe in external appointments for senior positions.udThe study which is one of few of its kind conducted in non-western environment, and theudonly one in the context of Brunei, adds to our understanding of HR practices in the context ofudtwo different genres of enterprises and has implications for future research.