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Global HR

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This was presented in order to understand global HR management.

This was presented in order to understand global HR management.

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    Global HR Global HR Presentation Transcript

    •  
      • Piyush Ladha 33
      • S Sashidharan 43
      • V Sanjay 83
      • Sumit Rawat 86
    •  
    •  
      • The Global Challenges
        • Should they staff local offices abroad with local managers or managers from that country ?
        • How should we pay & appraise them so as to be fair to everyone ?
        • How should we deal with unions abroad ?
      • Employee deployment .
      • Knowledge & innovation dissemination.
      • Identification & developing talent on a global basis.
    •  
    • International Human Resource Management Cultural Factors Legal and Industrial Relations Factors Economic Systems
    •  
    • International Human Resource Management Training and Development Practices Use of Pay Incentives Purpose of Performance Appraisal Personnel Selection Procedure
    •  
      • Best practices for making a global HR system more acceptable to local managers:
        • Remembering that global systems are more accepted in truly global organizations.
        • Investigating pressures to differentiate and determine their legitimacy.
        • Working within the context of a strong corporate culture is best.
      • Best practices for developing a more effective global HR system:
        • Form global HR networks that make local HR managers a part of global teams.
        • Remember that it’s more important to standardize ends and competencies than specific methods.
      • Best practices for implementing the global HR system:
        • Remember, “You can’t communicate enough.”
        • Dedicate adequate resources for the global HR effort.
    • Top Management Values Ethnocentric Polycentric Geocentric International Staffing Policy
    • Inability of Spouse to Adjust Inability to Cope with Overseas Responsibilities Lack of Cultural Skills Why Expatriate Assignments Fail Personality Personal Intentions Family Pressures
    • Realistic Previews Careful Screening Cultural and Language Training Improved Benefits Packages Improved Orientation Helping Expatriate Assignments Succeed
      • Adaptability Screening
        • Assessing the assignee’s (and spouse’s) probable success in handling the foreign transfer.
        • Overseas Assignment Inventory
          • A test that identifies the characteristics and attitudes international assignment candidates should have.
      • Realistic Previews
        • The problems to expect in the new job, as well as the cultural benefits, problems, and idiosyncrasies of the country.
      • The “Balance Sheet Approach”
        • Home-country groups of expenses—income taxes, housing, goods and services, and discretionary expenses—are the focus of attention.
        • The employer estimates what each of these four expenses is in the expatriate’s home country, and what each will be in the host country.
        • The employer then pays any differences such as additional income taxes or housing expenses.
    •  
      • The increased threat of terrorism is affecting HR activities both domestically and abroad.
      • Employers face more resistance from prospective expats.
      • Kidnapping and Ransom Insurance