Unit3 International Negotiations and Transactions

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Unit3 International Negotiations and Transactions - global human resource management

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Unit3 International Negotiations and Transactions

  1. 1. Unit 3 Global Human Resource Management
  2. 2. Objectives <ul><li>Understand the strategic role of human resource management in the international business </li></ul><ul><li>Be aware of the importance of culture in human resource management in international firms. </li></ul><ul><li>Analyze few of human resource strategies that include management development, staffing, evaluation performance, compensation and labor relations. </li></ul><ul><li>Examine how management development and training programs can increase the value of human capital in an international firm. </li></ul>
  3. 3. Content <ul><li>Human resource management (HRM) </li></ul><ul><ul><li>Strategic role of HRM in international firms </li></ul></ul><ul><li>Staffing policy </li></ul><ul><ul><li>Ethnocentric staffing policy </li></ul></ul><ul><ul><li>Polycentric staffing policy </li></ul></ul><ul><ul><li>Geocentric staffing policy </li></ul></ul><ul><ul><li>Choosing the best staffing policy </li></ul></ul><ul><li>Expatriate failure </li></ul><ul><ul><li>Rate of expatriate failure </li></ul></ul><ul><ul><li>Reason for expatriate managers failure </li></ul></ul><ul><ul><li>Reducing expatriate failure in firms </li></ul></ul><ul><li>Global Mindset </li></ul><ul><ul><li>importance </li></ul></ul>
  4. 4. Content <ul><li>Training and management development </li></ul><ul><ul><li>Importance </li></ul></ul><ul><ul><li>What happens when expatriates return home? </li></ul></ul><ul><ul><li>Importance of management development to firm strategy </li></ul></ul><ul><ul><li>Determinants of culture </li></ul></ul><ul><ul><li>Differences between individuals and groups </li></ul></ul><ul><ul><li>Role of language in culture </li></ul></ul><ul><ul><li>Impact of culture in workplace </li></ul></ul><ul><ul><li>Evaluation for expatriates </li></ul></ul><ul><ul><li>Reducing Performance Appraisal Bias </li></ul></ul><ul><ul><li>Key issues in compensating expatriates </li></ul></ul><ul><ul><li>Treatment for National differences in compensation </li></ul></ul><ul><ul><li>Payment for expatriates </li></ul></ul><ul><li>Importance of international labor relations </li></ul><ul><li>Concerns of organized labor </li></ul><ul><li>Response of organized labor to MNC power </li></ul><ul><li>Response of MNCs to organized labor </li></ul>
  5. 5. Human resource management (HRM) <ul><li>Human resource management ( HRM ) refers to the activities an organization carries out to utilize its human resources effectively </li></ul><ul><li>These activities include </li></ul><ul><ul><li>determining the firm's human resource strategy </li></ul></ul><ul><ul><li>staffing </li></ul></ul><ul><ul><li>performance evaluation </li></ul></ul><ul><ul><li>management development </li></ul></ul><ul><ul><li>compensation </li></ul></ul><ul><ul><li>labor relations </li></ul></ul><ul><li>Firms need to ensure there is a fit between their human resources practices and strategy </li></ul>
  6. 6. Strategic role of HRM in international firms The Role of Human Resources in Shaping Organizational Architecture
  7. 7. Staffing policy
  8. 8. Expatriate failure <ul><li>Firms using an ethnocentric or geocentric staffing strategy will have expatriate managers </li></ul><ul><li>Expatriate failure is the premature return of an expatriate manager to the home country </li></ul><ul><ul><li>each expatriate failure can cost between $250,000 and $1 million </li></ul></ul><ul><ul><li>between 16 and 40% of all American expatriates in developed countries fail and almost 70% of Americans assigned to developing countries fail </li></ul></ul>
  9. 9. Global mindset <ul><li>A global mindset may be the fundamental attribute of a global manager </li></ul><ul><ul><li>cognitive complexity </li></ul></ul><ul><ul><li>cosmopolitan outlook </li></ul></ul><ul><li>A global mindset is often acquired early in life from </li></ul><ul><ul><li>a family that is bicultural </li></ul></ul><ul><ul><li>living in foreign countries </li></ul></ul><ul><ul><li>learning foreign languages as a regular part of family life </li></ul></ul>
  10. 10. Training and management development <ul><li>Training focuses upon preparing the manager for a specific job </li></ul><ul><li>Management development gives the manager a skill and reinforces organizational culture </li></ul><ul><li>Training can reduce expatriate failure </li></ul><ul><li>Cultural training </li></ul>Appreciation for the host country’s culture <ul><li>Language training </li></ul>Important to interact with host country national <ul><li>Practical training </li></ul>Helps to ease into day-to-day life in the host country <ul><li>Expatriates need good programs for re-integrating themselves back into work life within their home country organization and for utilizing the knowledge they acquired while abroad. </li></ul>
  11. 11. International labor relations <ul><li>Question: Can organized labor limit the choices available to an international business? </li></ul><ul><ul><li>Labor unions can limit a firm's ability to pursue a transnational or global strategy </li></ul></ul><ul><ul><li>HRM needs to foster harmony and minimize conflict between management and organized labor </li></ul></ul>
  12. 12. Activities 10% Structure, content, grammar, consistent with the topic of the video and argument <ul><li>Watch video: “J&J: Creating a Global Learning Organization”. </li></ul><ul><li>Answer the following questions on two pages: </li></ul><ul><li>How do you maintain a decentralized structure but provide development for all employees? </li></ul><ul><li>What would you do? </li></ul><ul><li>What are the limitations? </li></ul>10% Interventions: content, consistent with the discussion topic and argument. Forum: International Firm Manager. Watch the video “ Tough Job: A Look at the IMF”. After watching it, write your impressions on the Forum % To be evaluated Activities

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