University of Lampung
Economic and Business Faculty
Human Resource Management
International Class
Group 5
-Muhammad Nabil Risqika 1711011102
-Princhita Nabila Maram Pahlawan 1711011128
International Pay System - Assignment / ReportFakrul Hassan
Technology has greatly assisted the globalization of pay systems although there are many differences that still require a broad approach, says David Shonfield. We live and work in a global economy but what globalization actually involves is far less obvious, especially for the management of pay and reward. Companies operating in different cultures and economic environments used to leave most things to be determined at local level. That has changed quite significantly over the past few years, especially in the last 18 months. There is now a strong tendency towards centralization and the harmonization of policies and practice in large firms.
International Pay System - PresentationFakrul Hassan
Anyone interested in compensation needs to adopt a global perspective. The globalization of businesses, financial markets, trade agreements, and labor markets is affecting every workplace and every employment relationship. Employee compensation is embedded in the different political-socioeconomic arrangements found around the world. Compensation systems have a profound impact on individual behavior, organizational success, and social well-being. This holds true within and across all national boundaries.
University of Lampung
Economic and Business Faculty
Human Resource Management
International Class
Group 5
-Muhammad Nabil Risqika 1711011102
-Princhita Nabila Maram Pahlawan 1711011128
International Pay System - Assignment / ReportFakrul Hassan
Technology has greatly assisted the globalization of pay systems although there are many differences that still require a broad approach, says David Shonfield. We live and work in a global economy but what globalization actually involves is far less obvious, especially for the management of pay and reward. Companies operating in different cultures and economic environments used to leave most things to be determined at local level. That has changed quite significantly over the past few years, especially in the last 18 months. There is now a strong tendency towards centralization and the harmonization of policies and practice in large firms.
International Pay System - PresentationFakrul Hassan
Anyone interested in compensation needs to adopt a global perspective. The globalization of businesses, financial markets, trade agreements, and labor markets is affecting every workplace and every employment relationship. Employee compensation is embedded in the different political-socioeconomic arrangements found around the world. Compensation systems have a profound impact on individual behavior, organizational success, and social well-being. This holds true within and across all national boundaries.
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.
The dilemma facing MNCs is determining the extent to which their HR policies should be 'convergent' worldwide to be the same in each location or 'divergence' to differentiate in response to local needs. Brewster et al. (2002) argue that the success of IHRM depends on MNC practices.
University of Lampung
Economic and Business Faculty
Human Resource Management
International Class
Group 5
-Muhammad Nabil Risqika 1711011102
-Princhita Nabila Maram Pahlawan 1711011128
A study of international human resource management- theories and techniques Antara Rabha
Understanding the concept of International Human resource management in terms of recruitment and training. Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship , apprenticeship etc.
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.
The dilemma facing MNCs is determining the extent to which their HR policies should be 'convergent' worldwide to be the same in each location or 'divergence' to differentiate in response to local needs. Brewster et al. (2002) argue that the success of IHRM depends on MNC practices.
University of Lampung
Economic and Business Faculty
Human Resource Management
International Class
Group 5
-Muhammad Nabil Risqika 1711011102
-Princhita Nabila Maram Pahlawan 1711011128
A study of international human resource management- theories and techniques Antara Rabha
Understanding the concept of International Human resource management in terms of recruitment and training. Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship , apprenticeship etc.
Week 6 - Instructor GuidanceBUS 692Week Six Guidance .docxmelbruce90096
Week 6 - Instructor Guidance
BUS 692
Week Six Guidance Dr. Marvee L. Marr
International HRM
A Quick Case to get the subject rolling….
ECONOMIC PERSPECTIVES: Expatriates in Qatar. Qatar is one of the richest countries of the world due to its oil and gas revenues. All Qatari citizens receive first –class government provided health, education, and other social benefits. Due to Qatar’s incredible growth Qatari citizens account for only 15% of the workforce. They complain that foreigners are crowding them out.
Questions:
1.Why are Qatari citizens complaining about receiving a lot of material benefits without needing to work?
2. What are some possible solutions that Qatar’s government can implement to provide more career opportunities for its citizens?
I. Introduction. TheInternet has helped “flatten” the world of work throughout the globe. Today there is a world market for labor and human resources in many ways. Companies in the U.S. are more likely to have at least some operations in other countries. Technology has made it much easier for US companies to conduct business in other countries.
II. Global Strategic HRM. The conduct of HRM differs throughout the world. Many of these differences are related to cultural factors, while other differences derive from regulations.
Statistical Overview. One way to gain an understanding of strategic HRM on a global scale is the examine recent statistical analyses: the percentage of female participation in the workforce, the type of work people do throughout the world, the ability of foreign-born individuals to work in a given country, self-employment, part-time vs. full-time employment, and unemployment rates are some of the statistics to watch. Global HR statistics provide helpful information about establishing and running operations in various countries.
Cultural Issues and Differences. Considerable cultural differences around the world have a profound impact upon the practices of international HRM (Hofstede’s Cultural Dimensions, 2012) :
Power Distance. In countries with more egalitarian cultures efforts may be made to eliminate overt workplace hierarchical differences. In such countries workplace employee committees or other mechanisms that give employees direct input into the management of the organization are common. In high power distance countries more centralized, hierarchical, even autocratic decision-making structures are common.
Uncertainty Avoidance. High uncertainty avoidance cultures prefer clear rules procedures and structures. They value orderliness and predictability. Countries with low uncertainty avoidance have more “hang loose” attitude towards things.
Individualism vs. Collectivism. In highly individualistic cultures employees tend to be evaluated and rewarded in great measure for their individual achievements and performances. Society places a high value upo.
This is for the Creditable Fashion Presentation the working shoes .docxkbrenda
This is for the Creditable Fashion Presentation the working shoes that we are presenting for a new product
BUDGETING, VARIANCE ANALYSIS, AND PERFORMANCE EVALUATIONS
Required:
Make comments and suggestions on the following topics in your presentation.
· Enterprise and corporate performance management.
· Behavioral change management.
· The balanced score card.
· How to foster goal congruence for the organization and employees.
SLP Assignment Expectations
Submit a PowerPoint presentation or a Word Document. A PowerPoint presentation should have no more than six slides and a Word document cannot exceed two pages. Use words, tables, and graphs to make a succinct presentation. Document all sources and provide links at the end. It is acceptable to add another slide or page to list the sources.
Business Ethics and
Social Responsibility
http://www.wileybusinessupdates.com
Chapter
2
1
Explain the concern for ethical and societal issues.
Describe the contemporary ethical environment.
Discuss how organizations shape ethical conduct.
1
Learning Objectives
Describe how businesses can act responsibly to satisfy society.
Explain the ethical responsibilities of businesses to the general public.
Describe the responsibilities to investors and the financial community.
2
3
4
5
6
2
Business Ethics
The standards of conduct and moral values governing actions and decisions in the work environment.
Social responsibility
Balance between what’s right and what’s profitable
Often no clear-cut choices
Often shaped by the organization’s ethical climate
Concern for Ethical and
Societal Issues
3
Ethical Challenges
Situation in which a business decision may be influenced for personal gain.
Telling the truth and adhering to deeply felt ethical principles in business decisions.
Businesspeople expect employees to be loyal and truthful, but ethical conflicts may arise.
4
The Contemporary Ethical Environment
High-profile investigations and arrests in headlines.
Vast majority of businesses are ethical.
New corporate officers charged with deterring wrongdoing and ensuring ethical standards.
See how Walmart highlights corporate responsibility on its website.
5
Individuals can make the difference in ethical expectations and behavior.
Putting own interest ahead of the organization
Lying to employee
Misrepresenting hours
Safety violations
Internet abuse
Technology is expanding unethical behavior.
Individuals Make a Difference
6
Development of Personal Ethics
7
How Organizations Shape Ethical Conduct
Code of Conduct: Formal statement that defines how the organization expects and requires employees to resolve ethical questions
8
Ethical Leadership
Executives must demonstrate ethical behavior in their actions.
use clear, explicit language rather than euphemisms for corrupt behavior
encourage behavior that generates and fosters ethical values
practi.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
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.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
How to Make a Field invisible in Odoo 17Celine George
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.
2. 01
Learning Objectives
02
03
04
05
Identify recent changes that have caused companies to
expand into international markets.
Discuss four factors that most strongly influence
HRM in international markets.
List different categories of international employees.
Identify four levels of global participation and
HRM issues faced within each level.
Discuss ways companies select, train, compensate
and reintegrate expatriate managers.
5. Introduction
Organizations function in a global economy.
International competition is #1 factor affecting HRM.
International expansion can provide a competitive
advantage:
large numbers of potential
customers.
low-cost labor
• Maquiladora plants
6. Current Global Challenges
European Economic Community
North American Free Trade Agreement (NAFTA)
Growth of Asia
Japan, China, Singapore, Hong Kong and Malaysia are significant
economic forces.
General Agreement on Tariffs and Trade (GATT)
7. Factor that are affecting in International markets
CULTURE
EDUCATION
ECONOMIC SYSTEM
POLITIC LEGAL
SYSTEM
8. Factor that are affecting in International markets
CULTURE
EDUCATION
ECONOMIC SYSTEM
POLITIC LEGAL
SYSTEM
9. Implications of HRM
1. Culture has an impact on approaches to managing.
2. Culture differs on how employees expect leaders to lead, how decis
ions are handled within the hierarchy and what motivates individu
als.
3. Culture may influence appropriateness of HRM practices.
4. Cultures can influence compensation systems and communication
and coordination processes.
5. Cultural diversity programs foster understanding of other culture
s to better communicate with them.
10. Education and Human Capital
Countries differ in their levels of human capital.
A country's human capital is determined by a number of variables, p
rimarily, educational opportunity.
Countries with low human capital attract facilities that require low sk
ills and low-wage levels.
Countries with high human capital are attractive sites for direct forei
gn investment that creates high-skill jobs.
11. Economics System
Under socialist economies, there is little economic incentive to develo
p human capital, but ample opportunity exists because education is fre
e.
In capitalist systems, the opposite situation exists, with higher tuition
at state universities but economic incentives exist through individual s
alaries.
Every country varies in terms of culture, human capital and their legal
, political and economic systems.
12. Politics and Legal System
Dictates requirements of certain HRM practices, such as training, com
pensation, hiring, firing and layoffs.
Legal system is an outgrowth of the culture, reflecting societal norms.
U. S. has led the world in eliminating discrimination in the workpl
ace and controlling the process of labor management negotiations.
Germany has provided employees with a legal right to "codetermi
nation" in the workplace.
The EEC provides fundamental social rights of workers: freedom
of movement and freedom to choose one's occupation and be fairl
y compensated.
13. Managing Employee in Global Context
A parent country is the country in which the company's corporate headq
uarters is located.
A host country is the country in which the parent country organization se
eks to locate (or has already located) a facility.
A third country is a country other than the host country or parent countr
y.
14. Managing Employee in Global Context
A parent country is the country in which the company's corporate headq
uarters is located.
A host country is the country in which the parent country organization se
eks to locate (or has already located) a facility.
A third country is a country other than the host country or parent countr
y.
15. Levels of Global Participation
Parent
Country
Host
Country
Domestic International Multinational Global
Foreign
subsidiary
Corporate
headquarters
Corporate
headquarters
Corporate
headquarters
Corporate
headquarters
Foreign
subsidiary
Foreign
subsidiary
Foreign
subsidiary
Foreign
subsidiary
16. Training and Development
Cross Cultural Training
Behavior in Meetings and Social Settings
Interpersonal and Communication Skills
Culture in the New Work Environment
17. Global Organizations
Global organizations compete on top-quality products and service
s with lowest costs.
3 Attributes of Transnational HRM System:
1. Transnational scope - HR decisions must be made from a gl
obal rather than a national or regional perspective.
2. Transnational representation reflects the multinational com
position of a company's managers.
3. Transnational process - extent to which the company's plann
ing and decision-making processes include representatives and
ideas from a variety of cultures.
18. Levels of Global Participation
Parent
Country
Host
Country
Domestic International Multinational Global
Foreign
subsidiary
Corporate
headquarters
Corporate
headquarters
Corporate
headquarters
Corporate
headquarters
Foreign
subsidiary
Foreign
subsidiary
Foreign
subsidiary
Foreign
subsidiary