2. The Human Resource Manager leads and directs the HR team
to enable them to deliver a comprehensive HR service to the
business. The HR Manager proactively advises on best practice
HR and where necessary takes a hands-on role in dealing with
case work.
The HR Manager supports the people management functions
that underpin the business culture. The broad areas include:
employee matters, compensationand benefits, reward
, professional growth, communications and performance
management.
3. Lead and direct the Human Resource team to deliver a
comprehensive HR service to the business
Employee Relations managing absence,
disciplinaries, grievances, sickness etc. Measure employee
satisfaction and identify areas that require improvement
Performance Management: coaching managers on performance
management issues and processes
Learning & Development: providing guidance on development
for managers and their teams
Recruitment & retention: managing talent and succession
planning; taking overall responsibility for recruitment activity and
campaigns
17–3
4. Best practices for making a global HR system
more acceptable to local managers:
1. Remembering that global systems are more
accepted in truly global organizations.
2. Investigating pressures to differentiate and
determine their legitimacy/power.
3. Working within the context of a strong corporate
culture is best.
17–4
5. • 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.
17–5
7. 17–7
Inability of Spouse
to Adjust
Inability to Cope
with Overseas
Responsibilities
Lack of
Cultural Skills
Why Expatriate
Assignments
Fail
Personality
Personal
Intentions
Family
Pressures
9. • 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.
17–9
10. • 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.
17–10
