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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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  • 1.  
  • 2.
    • Piyush Ladha 33
    • S Sashidharan 43
    • V Sanjay 83
    • Sumit Rawat 86
  • 3.  
  • 4.  
  • 5.
    • 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 ?
  • 6.
    • Employee deployment .
    • Knowledge & innovation dissemination.
    • Identification & developing talent on a global basis.
  • 7.  
  • 8. International Human Resource Management Cultural Factors Legal and Industrial Relations Factors Economic Systems
  • 9.  
  • 10. International Human Resource Management Training and Development Practices Use of Pay Incentives Purpose of Performance Appraisal Personnel Selection Procedure
  • 11.  
  • 12.
    • 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.
  • 13.
    • 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.
  • 14. Top Management Values Ethnocentric Polycentric Geocentric International Staffing Policy
  • 15. Inability of Spouse to Adjust Inability to Cope with Overseas Responsibilities Lack of Cultural Skills Why Expatriate Assignments Fail Personality Personal Intentions Family Pressures
  • 16. Realistic Previews Careful Screening Cultural and Language Training Improved Benefits Packages Improved Orientation Helping Expatriate Assignments Succeed
  • 17.
    • 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.
  • 18.
    • 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.
  • 19.  
  • 20.
    • The increased threat of terrorism is affecting HR activities both domestically and abroad.
    • Employers face more resistance from prospective expats.
    • Kidnapping and Ransom Insurance