The PPT is for reference purpose.

1. Strategic Human Resource Management – KMB HR04
Topic: Strategic HR Issues in Global HR
Assignments
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

2. What is the purpose of Global HR Strategy?
The purpose of a Global HR Strategy is to insure that a multinational
company has the right talent, managerial mobility and cultural mix to
manage effectively all of its operating units and growth opportunities
and that its managers mesh into a knowledge-sharing network with
common values.
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

3. Identifying the Need for Global HR Assignment
Typical reasons for a global HR assignment include the following:
Filling a need in an existing operation.
Transferring technology or knowledge to a worksite (or to a client's
worksite).
Developing an individual's career through challenging tasks in an
international setting.
Analysing the market to see whether the company's products or services
will attract clients and users.
Launching a new product or service.
The goal of the international assignment will determine the assignment's
length and help identify potential candidates.
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

4. Strategic HR Issues in Global HR Assignments relates to
• Different labour laws
• Different political climate
• Different stage(s) of technological advancement
• Different values and attitudes e.g. time, achievement, risk taking
• Roles of religion e.g. sacred objects, prayer, taboos, holidays, etc
• Educational level attained
• Social organizations e.g. social institutions, authority structures,
interest groups, status systems
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

5. P. Morgans Model of IHRM
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

6. • PCN: Employees of an organization who are citizens of the country in
which the headquarters of the company is located
• HCN: Employees of an organization who are the citizens of the
country in which the foreign subsidiary is located
• TCN: Employees of an organization who are the citizens of the country
other than the country where the organization is headquarterd and
the country that is hosting the subsidiary
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

7. Approaches to staffing subsidiaries
• Ethnocentric
foreign subsidiary has little autonomy. All strategic decisions are made at
the headquarters. PCNs staff key positions at quarters as well as the foreign
subsidiary
• Polycentric
staff foreign subsidiaries of the firm with HCNs and headquarters consist
of PCNs
• Geocentric
staff my be PCNs, HCNs or TCNs
ability and not nationality is the key to staffing
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW

8. Strategic HR Issues in Global HR Assignments
ACHLA TYAGI, ABES EC (032), AKTU, LUCKNOW