From China to Singapore: Strategizing Recruitment Through Glocalization

Purpose – This conceptual paper examines the complexities of international talent management through the lens of glocalization, focusing on a Chinese herbal tea company expanding into the Singaporean market. It aims to explain how foreign firms can reconcile strategic cohesion with localized recruitment practices amid challenges such as limited qualified local talent and cultural incongruence between Chinese leadership and Singaporean employees.
Design/Methodology/Approach – Adopting a conceptual and integrative approach, the paper synthesizes interdisciplinary scholarship from cross-cultural management, labor economics, and organizational behavior. It develops a glocalized human resource management framework that distinguishes between strategic-level continuity and operational-level cultural adaptation, supported by insights from hybrid leadership models and intercultural competence development.
Findings – The analysis highlights that a combination of hybridized leadership practices, culturally responsive HR mechanisms, and localized recruitment strategies can collectively strengthen workforce cohesion and improve organizational fit in culturally pluralistic markets. The glocalized approach offers a pathway for balancing corporate identity with local responsiveness.
Research Implications – This study contributes to the literature on international HRM by articulating a structured framework that foreign enterprises can adopt when navigating culturally diverse labor markets. It underscores the strategic necessity of aligning leadership style, cultural intelligence, and localized HR practices to enhance talent attraction, retention, and organizational sustainability in global expansion contexts.

Glocalization; International Recruitment; Cross-Cultural Management

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