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Global human resource management

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Human Resource Management in International Business.

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Global human resource management

  1. 1. GLOBALHUMAN RESOURCE MANAGEMENT Presented by: Jatin Vaid 1
  2. 2. GLOBAL H.R.M ININTERNATIONAL BUSINESS 2
  3. 3. Human Resource Management It refers to the activities an organization carries out to use its human resources effectively. These activities include: iii. Determine firm’s HR strategy iv. Staffing v. Performance Evaluation vi. Management Development vii. Compensation viii. Labour relationsCh 1 3
  4. 4. Importance of HRM i. Related to the strategy of the firm. ii. Influence on the character, development, quality and productivity of firm’s HR iii. Helps firms to achieve strategic goal of reducing cost of value creation iv. Helps firms add value by serving customer needs better.Ch 1 4
  5. 5. How different is Global HRM? Several key factors make Global HRM different from domestic management: ii. Different labour markets iii. Mobility problems: legal, economic, cultural barriers iv. Different management styles v. Varied compensation practices vi. Labour laws.Ch 1 5
  6. 6. Key Issues i. How to staff key management posts in the Co.? ii. How to develop managers, who can do business in different countries? iii. How to compensate people in different nations? iv. How to evaluate the performance of managers in different countries? v.Ch 1 Expatriate managers 6
  7. 7. Strategic role of Global HRM STRUCTURE INCENTIVES & CTRL PEOPLE PROCESSES CULTURECh 1 7
  8. 8. Strategic Role of Global HRM  Strategy is implemented through organizational architecture.  Right people at right postings.  Effective training to acquire right skill set to help perform jobs effectively.  Behaviour, congruent with the desired organizational culture.  Compensation must create incentives for actions inline with the strategy.  Performance appraisal to measure the behaviour, firm wants to encourage.Ch 1 8
  9. 9. I. Staffing Policy Staffing policy is concerned with the selection of employees for particular jobs. iii. Selecting individuals who have the skill to do a particular job. iv. Tool for developing and promoting the desired corporate culture (norms & value system) of the firm.Ch 1 9
  10. 10. Types of staffing policies There are three types of staffing policies in IB: ii. Ethnocentric approach iii. Polycentric approach iv. Geocentric approachCh 1 10
  11. 11. i. Ethnocentric approach  All key management positions are filled by parent – country nationals.  One’s own culture is superior  Overlooks important cultural factors  Host country lacks qualified professionals  Maintain a unified corporate culture  Create value by transferring core competencies  Limits advancement opportunities for host country nationals  Leads to resentment, lower productivity, and high turnover in employees.  E.g.: Procter & Gamble, Toyota and MatushitaCh 1 11
  12. 12. i. Polycentric approach  Decentralized control  Business Units in different countries have autonomy from home office, like a local Co.  No standard forms or procedures  Recruits host country nationals to manage subsidiaries, while parent country nationals occupy key positions at corporate HQ.  Firm is less likely to suffer from cultural myopia.  Less expensive to implement  Host country nationals have limited opportunities to gain experience outside their own countries  Gap due to language barriers, cultural differences may isolate corporate HQ from foreign subsidieries.Ch 1 12
  13. 13. i. Geocentric approach  It seeks the best people for key jobs, throughout the organization, regardless of nationality.  Hybrid of Ethno and Poly  Based on informed knowledge of home and host countries.  Enables firms to make best use of its HR  Helps the firm to build a cadre of international executives, who feel at home working in No. of countries.  Helps building a strong unifying corporate culture and informal management network.  Reduces cultural myopia  Enhance local responsivenessCh 1 13
  14. 14. Expatriate Managers • Expatriates are citizens of one country, who are working in another country. • Inpatriates is a subset of expatriates who are citizens of a foreign country, working in the home country of their multinational employer. (e.g., citizen of India, who moves to U.S to work for Microsoft)Ch 1 14
  15. 15. Expatriate selection Four dimensions that predict success in a foreign posting: • Self orientation – self esteem, self confidence, mental well being, adapt their interest in food, sports, music and hobbies. • Others orientation – ability to interact with host country’s nationals, relationship development and willingness to communicate by learning local language. • Perceptual ability – to understand the particular behaviour of people in host countries, empathise. • Cultural toughness – relationship between country of assignment and how well an expatriate adjustsCh 1 15
  16. 16. I. Training and Management Development  After selection, the next step is training the manager to do the specific job.  MDP is a broader concept, it is intended to develop a manager’s skills over her career in the firm, e.g., sending managers on various foreign postings over years to build her cross cultural sensitivity and experience.  To enhance management and leadership skills of executives.  MDP have a strategic purpose, and helps reinforce desired culture of the firm by creating an informal network.Ch 1 16
  17. 17. Types of trainingi. Cultural training – understanding the culture of host country, enhance effectiveness, familiarization trip before formal transfer. ii. Language training – manager’s ability to interact, help build rapport and improve manager’s effectiveness. iii. Practical training – adjust to day to day life in host country, establish a routine, successful adaptation, support networkCh 1 of friends 17
  18. 18. I. Performance Appraisal  These are the systems used to evaluate the performance of managers against some criteria, that the firm judges to be important for the implementation of strategy and attainment of competitive advantage.  Important elements of control system.  2 groups evaluate the performance of Expatriates, - Host country managers and home country managers.  Biasness by cultural frame of reference and expectations  Unfair evaluation  Due to proximity, onsite manager should evaluate soft variables of expatriate’s performance.  Consultation of home country manager to balance out.Ch 1 18
  19. 19. I. Compensation  National differences in compensation  Payments according to global standards or country specific standards.  Issues in compensation practices: iv. How compensation should be adjusted to reflect national differences in economic circumstances and practices? v. How should the expatriate managers be paid?Ch 1 19
  20. 20. Expatriate Pay  Acc. To “Balance Sheet Approach”, it equalizes purchasing power across countries so employees can enjoy the same living standard in their foreign posting, as the enjoyed at home.  It also provides financial incentives to offset qualitative differences between assignment locations.Ch 1 20
  21. 21. Components of a typical compensation package i. Base Salary – in same range as base salary for similar position in home country. ii. Foreign Services Premium – extra pay to work outside country of origin. Offered as inducements to accept foreign postings. Compensates for living in an unfamiliar country. iii. Allowances – d) Hardship allowance – difficult location, where basic amenities like health care schools, etc are deficient. e) Housing allowance – to afford same quality of housing f) Cost of living allowance – maintain std. of living g) Education Allowance – expatriate’s children receive same std. of education as in home country viii. Taxation ix. Benefits – Medical, pension, etc.Ch 1 21
  22. 22. Thank YouCh 1 22

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