<ul><li>Piyush Ladha 33 </li></ul><ul><li>S Sashidharan 43 </li></ul><ul><li>V Sanjay 83 </li></ul><ul><li>Sumit Rawat 86 ...
 
 
<ul><li>The Global Challenges </li></ul><ul><ul><li>Should they staff local offices abroad with local managers or managers...
<ul><li>Employee deployment . </li></ul><ul><li>Knowledge & innovation dissemination. </li></ul><ul><li>Identification & d...
 
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 A...
 
<ul><li>Best practices for making a global HR system more acceptable to local managers: </li></ul><ul><ul><li>Remembering ...
<ul><li>Best practices for developing a more effective global HR system: </li></ul><ul><ul><li>Form global HR networks tha...
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 A...
Realistic Previews Careful Screening Cultural and Language Training Improved Benefits Packages Improved Orientation Helpin...
<ul><li>Adaptability Screening </li></ul><ul><ul><li>Assessing the assignee’s (and spouse’s) probable success in handling ...
<ul><li>The “Balance Sheet Approach” </li></ul><ul><ul><li>Home-country groups of expenses—income taxes, housing, goods an...
 
<ul><li>The increased threat of terrorism is affecting HR activities both domestically and abroad. </li></ul><ul><li>Emplo...
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Global HR

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This was presented in order to understand global HR management.

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Global HR

  1. 2. <ul><li>Piyush Ladha 33 </li></ul><ul><li>S Sashidharan 43 </li></ul><ul><li>V Sanjay 83 </li></ul><ul><li>Sumit Rawat 86 </li></ul>
  2. 5. <ul><li>The Global Challenges </li></ul><ul><ul><li>Should they staff local offices abroad with local managers or managers from that country ? </li></ul></ul><ul><ul><li>How should we pay & appraise them so as to be fair to everyone ? </li></ul></ul><ul><ul><li>How should we deal with unions abroad ? </li></ul></ul>
  3. 6. <ul><li>Employee deployment . </li></ul><ul><li>Knowledge & innovation dissemination. </li></ul><ul><li>Identification & developing talent on a global basis. </li></ul>
  4. 8. International Human Resource Management Cultural Factors Legal and Industrial Relations Factors Economic Systems
  5. 10. International Human Resource Management Training and Development Practices Use of Pay Incentives Purpose of Performance Appraisal Personnel Selection Procedure
  6. 12. <ul><li>Best practices for making a global HR system more acceptable to local managers: </li></ul><ul><ul><li>Remembering that global systems are more accepted in truly global organizations. </li></ul></ul><ul><ul><li>Investigating pressures to differentiate and determine their legitimacy. </li></ul></ul><ul><ul><li>Working within the context of a strong corporate culture is best. </li></ul></ul>
  7. 13. <ul><li>Best practices for developing a more effective global HR system: </li></ul><ul><ul><li>Form global HR networks that make local HR managers a part of global teams. </li></ul></ul><ul><ul><li>Remember that it’s more important to standardize ends and competencies than specific methods. </li></ul></ul><ul><li>Best practices for implementing the global HR system: </li></ul><ul><ul><li>Remember, “You can’t communicate enough.” </li></ul></ul><ul><ul><li>Dedicate adequate resources for the global HR effort. </li></ul></ul>
  8. 14. Top Management Values Ethnocentric Polycentric Geocentric International Staffing Policy
  9. 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
  10. 16. Realistic Previews Careful Screening Cultural and Language Training Improved Benefits Packages Improved Orientation Helping Expatriate Assignments Succeed
  11. 17. <ul><li>Adaptability Screening </li></ul><ul><ul><li>Assessing the assignee’s (and spouse’s) probable success in handling the foreign transfer. </li></ul></ul><ul><ul><li>Overseas Assignment Inventory </li></ul></ul><ul><ul><ul><li>A test that identifies the characteristics and attitudes international assignment candidates should have. </li></ul></ul></ul><ul><li>Realistic Previews </li></ul><ul><ul><li>The problems to expect in the new job, as well as the cultural benefits, problems, and idiosyncrasies of the country. </li></ul></ul>
  12. 18. <ul><li>The “Balance Sheet Approach” </li></ul><ul><ul><li>Home-country groups of expenses—income taxes, housing, goods and services, and discretionary expenses—are the focus of attention. </li></ul></ul><ul><ul><li>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. </li></ul></ul><ul><ul><li>The employer then pays any differences such as additional income taxes or housing expenses. </li></ul></ul>
  13. 20. <ul><li>The increased threat of terrorism is affecting HR activities both domestically and abroad. </li></ul><ul><li>Employers face more resistance from prospective expats. </li></ul><ul><li>Kidnapping and Ransom Insurance </li></ul>

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