This document discusses key aspects of human resource management for global companies. It covers international staffing policies including ethnocentric, polycentric, and geocentric approaches. It also discusses human resource planning, recruiting, selecting, training, compensating employees internationally, dealing with culture shock, and maintaining labor-management relations abroad. The overall focus is on effectively managing the human resource process for companies operating globally.

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Hiring and Managing
Employees
DY Chhunsong
Lecture 10
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Fundamentals of Global Business Management
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Human Resource Management
Process of staffing a company and ensuring that employees are as
productive as possible.
It is to effectively deal with recruiting, selecting, training and
developing, evaluating, compensating, and keeping good relation-
ship with employees.

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International Staffing Policy
Staffing Policy: The customary means by which a company staffs
its offices. It involves 3 approaches:
Ethnocentric Staffing: Staffing policy in which individuals from
the home country manage operations abroad.
Polycentric Staffing: Staffing policy in which individuals from the
host country manage operations abroad.
Geocentric Staffing: Staffing policy in which the best-qualified
individuals, regardless of nationality, manage operations abroad.
Fundamentals of Global Business Management
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Recruiting and Selecting Human Resources
Human Resource Planning: Processing of forecasting both a
company’s human resource needs and supply.
Recruitment: Process of identifying and attracting a qualified pool
of applications for vacant positions.
Selection: Process of screening and hiring the best-qualified
applications with the greatest performance potential.

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Fundamentals of Global Business Management
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Culture Shock
Psychological process affecting people living abroad that is
characterized by homesickness, stress, and depression.
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Training and Development
International companies may need to offer some trainings to their
employees:
Environmental Briefings and Cultural Orientation: Employees
should be trained about local cultures, local housing, health care,
transportation, schools, and climate.
Cultural Assimilation and Sensitivity Training: Teaches the
culture’s values, attitudes, manners, and customs to the employees.

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Training and Development (1)
Language Training: Employees should at least be taught simple
communication of the local languages so as to survive.
Field Experience: Visiting the culture, walking the streets of its
cities and villages, and becoming absorbed by it for a short time.
Fundamentals of Global Business Management
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Employee Compensation
It is about how a firm pays its employees. Paying employees is not
an easy job. Good packages are fairly complicated to design.
As an international company, paying employees involves consider-
ing cost of living and salary.
To encourage for an international position, a company may need to
offer bonus, tax incentives, and such…….

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How to Effectively Compensate
International Employees?.
Fundamentals of Global Business Management
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Labor-Management Relations
Positive or negative condition of relations between a company’s
management and its workers.
Company vs. Employees (Labor Unions)?