COMPANY PRESENTATION By; 1 Introduction Global human resource management include following aspects: Unify the companies culture in mergers Management of personnel internationally Enforcing global recruitment strategy Managing expatriates Onboarding process Compensation strategies in international business The international operations of the company required newly hired staff or expatriates who will move to abroad for international business operations. Global human resource management provides various aspects to facilitate personnel management system in international business operations. Global human resource management include management of personnel internationally, unify the companies culture in mergers, enforcing global recruitment strategy, managing expatriates, onboarding process and compensation strategies in international business. In this presentation, all these aspects of global HRM will be presented. We will also study the global recruitment strategy with reference to Japan recruiting system. One compensation strategy will also be suggested for international business operation along with the key strategies required to enhance ethical behavior, sound working conditions and labor relation. 2 Strategies to Unify Companies Culture Identify cultural differences Communicate differences State cultural agenda Encourage share values Increase synergies Communicate expectations Set operating Model Build trust Mergers is an effective international strategy which merge two companies. Following are the check list steps that would be important to unify one company culture with other company. Identify cultural differences: The corporate cultures are usually different from each other. While merging the operations, it is important to identify the major differences exist in the culture in order to settle these differences in best possible way. Communicate differences: It is an important responsibility of manager to communicate differences in order to set a culture of compromise and adjustment with in two different cultures. State cultural agenda: After merger, it is important to state cultural objective and agenda in order to clarify the cultural expectations and to set a unified behavioral norm and pattern. Encourage share values: It is not good to throw everything of pre-existing culture and change everything after merger (Shrivastava, 1986). It is better to work on the base of common operating principles and use the concept of shared values as well as standardized process. Increase synergies: The basic logic behind merger of two companies is to increase the synergies through efficient operations. By combining the operations and values of two companies, a greater sum can be achieve (Søderberg & Holden, 2002). Communicate expectations: By communicating expectations of merger with employees, a unified cooperating culture can be set (Kumar, 2000). Operating model: The operating model of the company will define the company structure.

1. COMPANY PRESENTATION
By;
1
Introduction
Global human resource management include following aspects:
Unify the companies culture in mergers
Management of personnel internationally
Enforcing global recruitment strategy
Managing expatriates
Onboarding process
Compensation strategies in international business
The international operations of the company required newly
hired staff or expatriates who will move to abroad for
international business operations. Global human resource
management provides various aspects to facilitate personnel
management system in international business operations. Global
human resource management include management of personnel
internationally, unify the companies culture in mergers,
enforcing global recruitment strategy, managing expatriates,
onboarding process and compensation strategies in international
business. In this presentation, all these aspects of global HRM
will be presented. We will also study the global recruitment
strategy with reference to Japan recruiting system. One
compensation strategy will also be suggested for international

2. business operation along with the key strategies required to
enhance ethical behavior, sound working conditions and labor
relation.
2
Strategies to Unify Companies Culture
Identify cultural differences
Communicate differences
State cultural agenda
Encourage share values
Increase synergies
Communicate expectations
Set operating Model
Build trust
Mergers is an effective international strategy which merge two
companies. Following are the check list steps that would be
important to unify one company culture with other company.
Identify cultural differences: The corporate cultures are usually
different from each other. While merging the operations, it is
important to identify the major differences exist in the culture
in order to settle these differences in best possible way.
Communicate differences: It is an important responsibility of
manager to communicate differences in order to set a culture of
compromise and adjustment with in two different cultures.
State cultural agenda: After merger, it is important to state
cultural objective and agenda in order to clarify the cultural
expectations and to set a unified behavioral norm and pattern.
Encourage share values: It is not good to throw everything of
pre-existing culture and change everything after merger
(Shrivastava, 1986). It is better to work on the base of common
operating principles and use the concept of shared values as
well as standardized process.

3. Increase synergies: The basic logic behind merger of two
companies is to increase the synergies through efficient
operations. By combining the operations and values of two
companies, a greater sum can be achieve (Søderberg & Holden,
2002).
Communicate expectations: By communicating expectations of
merger with employees, a unified cooperating culture can be set
(Kumar, 2000).
Operating model: The operating model of the company will
define the company structure, governance mechanism,
accountabilities and ways of working.
Build trust: It is important to build trust by make employees
sure that the merging operations are not only good for the
business but also for the employees.
3
Strategies to Reduce Expatriates Turnover
Set realistic and clear expectations
Assign home country and an over-seas mentors
Expatriates are the professionals who are sent abroad by the
company to carry out the company work. Expatriates have to
face many difficulties e.g. residency issue, lack of funds,
cultural conflicts, language barriers, lack of mentor guidance
etc. it increase the expatriate rate of turnover. Losing expatriate
cause company professional and financial loss. Expatriates
turnover should be reduced through following two of the
following strategies:
Firstly, the host country company should set realistic and clear
expectations about post assignment compensation and career
advancement path to the expatriates.

4. Second strategy is to facilitate mentor relationships among
expatriates and senior executives. Expatriate should assigned
with a home country and an over-seas mentor to facilitate
expatriates and increase their level of satisfaction.
4
Changing Global Pattern of Recruitment (Example of Japan)
Increasing number of hires
Extending the schedules of recruitment
Diversifying hiring conditions to ensure work force diversity
We can take the example of changing pattern of recruitment in
Japan as a good step in HR management. It has been found that
the Japanese firms are facing various issues in personnel
management due to changing economic environment. 2008
global recession had a great effect on Japan personnel
management strategies. Recruitment strategies are the part of
personnel management. The firms are facing issue of
mismatching of employees and companies which cause quitting
of young employees. Japan firms need some varying degree of
changes e.g. increasing number of hires, extending the
schedules of recruitment, diversifying hiring conditions and
need to deal with labor turn over (Doeringer, Evans-Klock &
Terkla, 1998). Large companies of Japan are the trend setter
that are now changing their recruitment strategies in order to
bring change in overall personnel management system of Japan.
5
Factors Important for International Recruitment (Example of
Japan)
Diversity in hiring conditions
Recruitment Schedules

5. Work Rules
When the recruitment take place in foreign country, certain
factors need to be considered with respect to respective country
culture. Three major factors which should be closely considered
when recruitment take place in Japan are as follow:
Diversity in hiring conditions: Most of the Japanese companies
are now following the diverse range of employees for their
companies. E.g. offering job to more and more foreign
employees create a diverse work force within an organization
which brought different types of skillful personnel within the
organization, by offering different courses to employees to
develop different, etc.
Secondly, the recruitment schedule must be followed while
recruiting in Japan. These should be extended recruitment
schedule which should be delayed until the fourth year of
students in order to make sure that maximum capable students
can use the opportunities to follow the complete recruitment
process (Carnevale, 1990).
Third factor is to consider the work rules in japan. Japanese
company employers who have more than ten employees, must
set some work rules in employment contract. These work rules
must file in Labor Standards Inspection Office.
6
Onboarding Process in Global HRM
A Quick Hello
Convey Information in Simple Way
Benefits and Perks
Assign Mentors

6. Onboarding is a process of acquire necessary skills, knowledge
and behavior by new employees to become an effective member
of an organization. Onboarding process includes five following
steps:
A Quick Hello: When the employee will accept the offer letter
for the job, the manager can make a call or email to employee to
let him know that the organization is waiting for his joining in
board. An official welcome letter can also be issued to new
employee at the time of his arrival including necessary
information related to dress code, job schedule and other
relevant details for job success of new employee.
Convey Information in Simple Way: When the new employee
joint the organization, it is very important to provide all
necessary information regarding company history, culture,
safety, benefits etc., in simple way. The information can be
conveyed through paper work or online (Bauer & Erdogan,
2011).
Benefits and Perks: Company should provide opportunity to new
employee to take the advantages of using the perks and benefits
offering by the company in easy way.
Assign Mentors: The new job might be scary for the new
employee so assigning mentors will help the new employee to
get guidance and support in his initial period.
Company Intranet: company new employee should have
company intranet assess soon in order to make him self-orient
and to make him able to speed up his job.
7
Critical Elements of Onboarding Process in Global Environment
Clarify company objectives to new hiring
Set job expectation

7. Two critical elements which are important to be considered in
onboarding in global environment are as follow:
Company objective is the first element which is critical in on
boarding in global environment. The mission and goals of the
company must be understood by the new hiring employee in
global work environment. It will provide a direction to
employee to handle his job in global based work environment
(Conger & Fishel, 2007).
Setting job expectations is the second most critical element to
be consider. In a global set of environment, a new employee
may face the cultural conflicts. In such case a clear job
expectations should need to convey in onboarding process in
order to clarify the kind of job expected to be done by newly
hire employee.
8
Compensation Strategy to Support Company International
Operations
Compensation package to provide equity and good will to
employee
Compensation package include salary, taxes, allowance and
benefits
When the company is running international business operations,
it need to compensate the employees in a well packaged plan in
order to provide advantage to expatriates and to increase their
job satisfaction in host countries. A compensation package need
to provide equity and good will to employees international
business. The compensation strategy to support company
international operations include a full planned compensation

8. package comparable to the host country pay package in order to
resolve the problem of pay differential (Gomez-Mejia &
Welbourne, 1991). The compensation package include salary,
taxes, benefits and allowance. Salary will be related with
buying power of local salary and currency translation.
9
Strategies to enhance ethical behavior, labor relations, and work
conditions
Written standards
Performance evaluation
Compliance
Collaboration
Training
Reporting violation
Two strategies to enhance ethical behavior include enforcing
written standards related to ethical conducts and performance
evaluation of employees conduct to ensure their ethical conduct.
Two strategies to enhance labor relation includes compliance
strategy and collaboration strategy. Compliance strategy ensures
enforcement of obligations and rights according to contract and
statues. Collaboration strategy is use to maintain labor relation
in federal sector through work together and develop effective
communication (Trubek, Mosher & Rothstein, 2000).
Strategies to enhance effective work conditions include training
to staff to maintain work place discipline and forming a process
of reporting violations in work place confidentially. All these
strategies can be enforced by HR manager to enhance workers
performance
10

9. Conclusion
Unify companies culture in international operations
Adopt new global recruiting system like Japanese companies
Closely consider onboarding process
Compensation strategy must balance host and home country
standards
In the company international operations such as merger and
acquisitions, unify the two different companies culture is most
important aspect. New global recruiting system need to be
implement which can complement global human resource
management. Managing expatriates is an important aspect to
reduce expatriates turnovers. Onboarding process is one of an
important aspect of global HRM in order to facilitate the newly
hiring employees and provide them support to give good
performance for the company. The example of Japan is good for
understanding changing global need for recruitment and
personnel management. A good compensation strategy should be
planned for international business that should balance host and
home country standards.
11
References
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Gomez-Mejia, L. R., & Welbourne, T. (1991). Compensation
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References
Kumar, N. (2000). Mergers and acquisitions by MNEs: patterns
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Shrivastava, P. (1986). Postmerger integration. Journal of
business strategy,7(1), 65-76.
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