This document provides an overview of global human resource management. It discusses the purpose of understanding the management of global human capital and the role of the global HR function. It also presents statistics on multinational enterprises and their employment levels. Key drivers of globalization like scale and scope economies are reviewed. The document also examines theories like Porter's Diamond and Reich's analysis of trends in the international division of labor. Differences between domestic and international HRM are outlined.
Paper presented by Henrii Nwanguma, Executive Secretary of LAKAJI Development Alliance (LDA) at the Institute of Directors Nigeria‘s Members Evening on the 27th of August, 2015
We're Going Global - With or without you! by Melissa Powell, Founder & CEO, ...Melissa Powell
This presentation was successfully made to the South Florida Organization Development Network. The internal and external consultants, as well as leaders at all levels found this material very useful and walked away with key elements to help their organizations with this unique growth strategy.
With globalization on the rise, organizations have realized a spike in the multicultural diversity of their customer base. By creating multicultural diverse teams, businesses are able to provide better service and innovative products that are more relatable to all.
The key ideas gained were:
- The evolution of diversity and what does it mean for organizations?
- Expanding talent development initiatives and innovation by exposing an organization to global diversity
- Handling the diversity strategy with care (Emphasis on proactive initiatives, team culture readiness, and verification)
- Proven organization benefits of exploring talent expansion initiatives outside national local zones
Hope you find this presentation useful!
Check us out at Pocm.com for more information.
About Pocmi, Inc.
Pocmi, Inc. is a platform which provides end to end solutions for employers and workers to connect, evaluate and facilitate immigration of knowledge workers. Maneuvering through the process of the human capital management and immigration can be overwhelming. However, companies that remain agile are the ones that include international hiring as a proactive strategy towards innovation and leadership. At Pocmi, Inc. we start with organization growth strategy and end when your new international hire and their team are performing like superstars. This experience will fully equip and empower your organization to embrace multicultural diversity and lead in innovation. Visit us at www.pocmi.com to learn more about our solutions.
About Our Founder
Melissa Powell is an international speaker and advocate for professional migration and multicultural diversity. She is committed to lifting organizations and nations through access to global talent management. She has experience helping organizations in the Caribbean, North & South America and Europe grow through strategic thinking in organizational development as well as human capital management. She focuses on leading clients through specialized coaching and assessments to ensure efficient recruitment, on-boarding and cultural immersion of international talent, so that they can reap the benefits of a diversified team. Outside of Pocmi, Inc. (Pocmi.com) Melissa facilitates human capital development through an upcoming podcast Invest Human (InvestHuman.co).
Paper presented by Henrii Nwanguma, Executive Secretary of LAKAJI Development Alliance (LDA) at the Institute of Directors Nigeria‘s Members Evening on the 27th of August, 2015
We're Going Global - With or without you! by Melissa Powell, Founder & CEO, ...Melissa Powell
This presentation was successfully made to the South Florida Organization Development Network. The internal and external consultants, as well as leaders at all levels found this material very useful and walked away with key elements to help their organizations with this unique growth strategy.
With globalization on the rise, organizations have realized a spike in the multicultural diversity of their customer base. By creating multicultural diverse teams, businesses are able to provide better service and innovative products that are more relatable to all.
The key ideas gained were:
- The evolution of diversity and what does it mean for organizations?
- Expanding talent development initiatives and innovation by exposing an organization to global diversity
- Handling the diversity strategy with care (Emphasis on proactive initiatives, team culture readiness, and verification)
- Proven organization benefits of exploring talent expansion initiatives outside national local zones
Hope you find this presentation useful!
Check us out at Pocm.com for more information.
About Pocmi, Inc.
Pocmi, Inc. is a platform which provides end to end solutions for employers and workers to connect, evaluate and facilitate immigration of knowledge workers. Maneuvering through the process of the human capital management and immigration can be overwhelming. However, companies that remain agile are the ones that include international hiring as a proactive strategy towards innovation and leadership. At Pocmi, Inc. we start with organization growth strategy and end when your new international hire and their team are performing like superstars. This experience will fully equip and empower your organization to embrace multicultural diversity and lead in innovation. Visit us at www.pocmi.com to learn more about our solutions.
About Our Founder
Melissa Powell is an international speaker and advocate for professional migration and multicultural diversity. She is committed to lifting organizations and nations through access to global talent management. She has experience helping organizations in the Caribbean, North & South America and Europe grow through strategic thinking in organizational development as well as human capital management. She focuses on leading clients through specialized coaching and assessments to ensure efficient recruitment, on-boarding and cultural immersion of international talent, so that they can reap the benefits of a diversified team. Outside of Pocmi, Inc. (Pocmi.com) Melissa facilitates human capital development through an upcoming podcast Invest Human (InvestHuman.co).
The economic success of the Asian Tigers resulted from their own efforts. Each country largely followed the Japanese model of export-led development: they began with exports of the cheapest products, educated their citizens so that they would be knowledgeable workers, and then increased the value of the products that were being exported. Today, South Korea, for instance, is the home of technology giants Samsung and LG, both of which have benefited immensely from government policies that promoted education. Singapore, meanwhile, has become a global trading and banking hub-another example of expertise in a high-value industry.
Ayla Matalon, executive director of the MIT Enterprise Forum of Israel, on It Takes a Village: Startup Nation Israel Evolves.
Presentation delivered at the Global Entrepreneurship Congress in Johannesburg, South Africa (March 2017).
Culture is a social value that helps coorporations together. • Culture functions as a semblance and control mechanism, guiding and shaping employee attitudes and behaviors. Culture improves company dedication and boosts employee behavior consistency.
Knowledge Innovation Policy (Federal KM - DC)Debra M. Amidon
This closing panel with Dr. Ramon Barquin provides the rationale and vision for a US Knowledge Innovation Policy within a global context. Session includes and inventory of innovation initiatives within the US and abroad. Knowledge Innovation is the strategy beyond KM or strategic planning; and ‘collaborative advantage’ is the name of the new game.
2012 17 07_innovation for pro-poor growth freeman centreSPRU
Professor of International Development, Raphie Kaplinsky from The Open University discusses the interaction between innovation and (absolute and relative) poverty in low and middle income countries. He also explores the implications for higher income economies.
"The development and diffusion of 'Appropriate Technologies' has largely occurred as an outcome of the activities of not-for-profit actors. However, a series of disruptive factors has begun to lead to an innovation dynamic in which market actors (as well as a variety of non market actors) have begun to innovate and diffuse efficient technologies which meet the needs of low income consumers and are more likely to involve poor producers."
http://www.ipg.open.ac.uk/
Discuss globalization trends of Indian Business organizations and obstacles to become global for Indian businesses.
Analyze the factors which are helping India in Globalization and what is the strategy adopted by Indian Industry in globalizing itself .
What are the challenges of Global Business that one faces when becoming global player? Give example of Indian company that you have read about.
The economic success of the Asian Tigers resulted from their own efforts. Each country largely followed the Japanese model of export-led development: they began with exports of the cheapest products, educated their citizens so that they would be knowledgeable workers, and then increased the value of the products that were being exported. Today, South Korea, for instance, is the home of technology giants Samsung and LG, both of which have benefited immensely from government policies that promoted education. Singapore, meanwhile, has become a global trading and banking hub-another example of expertise in a high-value industry.
Ayla Matalon, executive director of the MIT Enterprise Forum of Israel, on It Takes a Village: Startup Nation Israel Evolves.
Presentation delivered at the Global Entrepreneurship Congress in Johannesburg, South Africa (March 2017).
Culture is a social value that helps coorporations together. • Culture functions as a semblance and control mechanism, guiding and shaping employee attitudes and behaviors. Culture improves company dedication and boosts employee behavior consistency.
Knowledge Innovation Policy (Federal KM - DC)Debra M. Amidon
This closing panel with Dr. Ramon Barquin provides the rationale and vision for a US Knowledge Innovation Policy within a global context. Session includes and inventory of innovation initiatives within the US and abroad. Knowledge Innovation is the strategy beyond KM or strategic planning; and ‘collaborative advantage’ is the name of the new game.
2012 17 07_innovation for pro-poor growth freeman centreSPRU
Professor of International Development, Raphie Kaplinsky from The Open University discusses the interaction between innovation and (absolute and relative) poverty in low and middle income countries. He also explores the implications for higher income economies.
"The development and diffusion of 'Appropriate Technologies' has largely occurred as an outcome of the activities of not-for-profit actors. However, a series of disruptive factors has begun to lead to an innovation dynamic in which market actors (as well as a variety of non market actors) have begun to innovate and diffuse efficient technologies which meet the needs of low income consumers and are more likely to involve poor producers."
http://www.ipg.open.ac.uk/
Discuss globalization trends of Indian Business organizations and obstacles to become global for Indian businesses.
Analyze the factors which are helping India in Globalization and what is the strategy adopted by Indian Industry in globalizing itself .
What are the challenges of Global Business that one faces when becoming global player? Give example of Indian company that you have read about.
NTU Leadership Conference, Transformational Strategies for Succeeding in a V...Dr. Guido Gianasso
CQ: from Boardroom to classroom, NTU Leadership Conference, Transformational Strategies for Succeding in a Volatile Marketplace, Singapore, October 2011
Human Resource Management Practices and Productivity- A Case of Selected Mult...inventionjournals
Multinational Corporations (MNCs) are greatly expanding and growing beyond their geographical borders and into many countries of the world. This expansion of MNCs, the alarming upsurge in widely ublicized and notable corporate issues in emerging markets have begun to draw both academic and managerial attention, they now look beyond traditional home market practices to the pressing concern of host markets practices and policies. The study examined the impact of human resource management practices and productivity of selected MNCs in Nigeria. A survey research design was adopted. The population of the study was 13,856 targeted staff of eight Manufacturing Multinational Corporation listed on the Nigerian Stock Exchange. Stratified sampling technique was employed to select the respondents from each stratum (lower, middle and top level management). The sample of 400 was arrived at using Yamane’s formula. The sample size was expanded by 30% to make room for non-response rate. A validated questionnaire which was adopted and titled ―Human resources management Practices and productivity of selected MNC’s operating in Nigeria‖ was used as the research instrument. The reliability test yielded the following Cronbach’s alpha co-efficients for the constructs: Human Resource Management (HRM) Practices = 0.72 and Productivity = 0.83. A total of 520 copies of the questionnaire were administered with a response rate of 92.3%. Simple regression analysis was used to test the hypothesis. The findings revealed that human resource management practices had a significant relationship with productivity of the selected MNCs in Nigeria (r = .043, R2 = .162, p < 0.05). This study concluded that human resource management practices had a significant impact on productivity of selected Multinational Corporations in Nigeria. It therefore recommended that MNCs should adopt an integrated approach toward formulation and implementation of human resource management practices in their firms.
This is the material for global human resource management covering the topics like international human resource management comprising all the concepts in global perspective and internationalisation.
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An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
1. GLOBAL HUMANGLOBAL HUMAN
RESOURCE MANAGEMENTRESOURCE MANAGEMENT
IMBA 552IMBA 552
International Business and HRMInternational Business and HRM
2. PURPOSE OF THIS CLASSPURPOSE OF THIS CLASS
To understand the management of global
human capital
To understand the role of the global human
resource function
To begin pre-preparation for your
international experience
To begin the process of “writing a thesis”
3.
4. RANK COUNTRY POPULATION % OF
WORLD
POPULATION
- World 6.7 billion 100%
1 People’s
Republic
Of China
1.3 billion 19.9%
2 India 1.1 billion 17.04%
3 United States .3 billion 4.57%
4 Indonesia .2 billion 3.47%
5 Brazil .18 billion 3.81%
6 Pakistan .16 billion 2.46%
5. FACTS For PUBLICLYFACTS For PUBLICLY
TRADEDTRADED
• 60,000 MNE’s employ over than 45mm people60,000 MNE’s employ over than 45mm people
• By 2010 this will increase to 75mmBy 2010 this will increase to 75mm
• In 1957 US contributed 53% to global GDP – today 18%In 1957 US contributed 53% to global GDP – today 18%
• In 2003 25 countries employed 40mm people with a totalIn 2003 25 countries employed 40mm people with a total
of USD 13.73 trillion in annual revenues and USD 45of USD 13.73 trillion in annual revenues and USD 45
trillion in assetstrillion in assets
• Key players besides US, Germany, Great Britain, FranceKey players besides US, Germany, Great Britain, France
and Japan is; south Korea, Mexico, Russia, China, Braziland Japan is; south Korea, Mexico, Russia, China, Brazil
6. OTHERSOTHERS
• Some of the largest international firms areSome of the largest international firms are
owned by families, especially in China,owned by families, especially in China,
Taiwan, Thailand, Hong Kong, Indonesia,Taiwan, Thailand, Hong Kong, Indonesia,
Malaysia and SingaporeMalaysia and Singapore
• Growing numbers of Small MultinationalsGrowing numbers of Small Multinationals
(SME’s)(SME’s)
– In Germany there are 350 SME’s thatIn Germany there are 350 SME’s that
dominate their market nichedominate their market niche
7. DRIVERS FORDRIVERS FOR
GLOBALIZATIONGLOBALIZATION
• Scale EconomiesScale Economies
• Scope EconomiesScope Economies
• Shorter Product Life CyclesShorter Product Life Cycles
• Direct Foreign InvestmentDirect Foreign Investment
• TechnologyTechnology
8. RATIONALE FOR GLOBAL HRMRATIONALE FOR GLOBAL HRM
• Increased travelIncreased travel
• Rapid and extensive globalRapid and extensive global
communicationscommunications
• Rapid transfer of new technologyRapid transfer of new technology
• Growing trade, foreign competitionGrowing trade, foreign competition
• Improving educationImproving education
• Emigration of large numbers of peopleEmigration of large numbers of people
9. Porter’s Diamond (Adapted from Porter:1990)
Firm Strategy,
Structure and
Rivalry
Factor
Endowments Demand
Conditions
Related and
Supporting
Industries
COMPETITIVE ADVANTAGE OF
NATIONS
10. TRENDS IN THE INTERNATIONALTRENDS IN THE INTERNATIONAL
DIVISION OF LABOR- Reich’s New WorldDIVISION OF LABOR- Reich’s New World
OrderOrder
• Routine ProductionRoutine Production
ServicesServices
• In-person ServicesIn-person Services
• Symbolic AnalyticSymbolic Analytic
ServicesServices
• Zero-sum NationalismZero-sum Nationalism
• CosmopolitanismCosmopolitanism
• Positive EconomicPositive Economic
NationalismNationalism
11. Routine production servicesRoutine production services
Routine production as an employee on
an assembly line or supervisory jobs or
clerical jobs involving repetitive checks
on employees and enforcement of
standard operating procedures
12. In person servicesIn person services
Simple repetitive tasks with little
training providing services
directly to the consumer, e.g.
salespersons, hairdressers,
waiters, cleaning staff,
receptionists, etc.
14. Zero sum nationalismZero sum nationalism
“ The assumption that there are only two
outcomes possible in economic warfare:
either we win or they win, so we had better
make sure that we win.
Countries therefore close their eyes to
globalization and try to protect and improve
their own position.
Government subsidies for deteriorating
industries and a renewed interest in
protectionism are the hallmarks of this
scenario.
15. CosmopolitanismCosmopolitanism
The ideal of free trade is championed. This is not a
zero sum game: the world as a whole can improve
Through free trade. By making products where they
can be made most cheaply, we all benefit in the end.
Reich maintains this is the attitude that will most
likely
determine the future.
16. Positive economic nationalismPositive economic nationalism
Each nations citizens take primary
responsibility for enhancing the
capabilities of their countrymen for full
and productive lives, but also work with
other nationals to ensure that these
improvements do not come at others’
expense.
This argument provides for free trade
with some form of government
intervention
17.
18.
19. What is Human ResourceWhat is Human Resource
ManagementManagement
As a field it is about: the understanding,
researching, applying and revising all human
resource activities in their internal and external
contexts as they impact the process of
managing human resources in enterprises
throughout the global environment to enhance
the experience of multiple stakeholders,
including investors, customers, employees,
partners, suppliers, environment, and society.
20. Forms of International HRMForms of International HRM
• Operation of parent-country firmsOperation of parent-country firms
• Operation of foreign firms in the homeOperation of foreign firms in the home
countrycountry
• Operation of Third party nationalsOperation of Third party nationals
• Employment of foreign citizens (or recentEmployment of foreign citizens (or recent
immigrants and/or their familiesimmigrants and/or their families
21. DIFFERENCES BETWEENDIFFERENCES BETWEEN
DOMESTIC AND INTERNATIONALDOMESTIC AND INTERNATIONAL
HRMHRM
• Responsibility for greater number of activitiesResponsibility for greater number of activities
• Need for greater level of expertiseNeed for greater level of expertise
– e.g. employment lawse.g. employment laws
• Necessity for closer involvement with employees (e.g.Necessity for closer involvement with employees (e.g.
expatriate familiesexpatriate families
• Greatly expanded and different mix of employeesGreatly expanded and different mix of employees
• Having to deal with more external influencesHaving to deal with more external influences
• Having to face greater exposure to problems andHaving to face greater exposure to problems and
difficultiesdifficulties
Editor's Notes
Introduction Talk about books, syllabus, web-sites, e.g. UNCtad, UNCD - demonstrate
Growth in human resource needs
Emerging new needs
Discuss definitions
Dunnings Eclective theory – transaction cost theory of international production Must meet 3 critieria
It must have ownership advantage
It should have location advantages
It mus have internationalization advantages
E.g. technology, managerial, marketing expertise, product differentiation, large size scale economiess, large capital needs
Factor conditions – Tradtional factors of land, labor, and captial
Demand Conditions – Demand in home country market, size and quality of demand
Firm Strategy, et.al. goals and strategies can differed between nations
Give example of Japanese – in consumer electronics industry
¾ of world jobs fall into these categories
Routine Production Services often consider basis manufacturing but could include information processing jobs
In person services – relativley little training sales people – hair stylists, waiters, etc.
Symbolic-analytic jobs Require skills in problem solving and problem identification, e.g. scientisits, engineers, consultants, managers, architects, musicians, etc.
Zero Sum Nationalism - Two outcomes to economic warfare either we win or we win, sp we try to protect our economic position
Cosmopolitanism – ideal of free trade – the world as a whole can benefit
Positive Economic Nationalism – each countries citizens take responsibility for enhancing capabilities of their country men for full and productive lives but also work with other nationalism to ensure these improvements do not come at others expense.