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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing Global Human Resources17
Chapter 17-1
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives
1. List the HR challenges of international business.
2. Illustrate with examples how inter-country differences affect HRM.
3. List and briefly describe the main methods for staffing global organizations.
Chapter 17-2
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives4. Discuss some important issues to
keep in mind in training, appraising, and compensating international employees.
5. Explain with examples how to implement a global human resource management program.
Chapter 17-3
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
The HR challenges of international business
Chapter 17-4
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
The Manager’s Global Challenge
• Marketing and managing abroad• Control systemsoFinancialoHR
• Cultural difference• Economic systems• Legal issues
Chapter 17-5
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
How inter-country differences affect HRM
Chapter 17-6
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Adapting HR Activities to Inter-Country Differences
Chapter 17-7
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review
• Culture• Economics• Politics • Labor relations• The law
Chapter 17-8
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
The main methods for staffing global organizations
Chapter 17-9
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Staffing the Global Organization
• International staffing: home or local?oUsing expatsoOther solutionsoUsing transnational virtual teams
• Offshoring
Chapter 17-10
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Staffing the Global Organization
• Management values and international staffing policyoEthnocentric practicesoPolycentric practicesoGeocentric practices
Chapter 17-11
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Staffing the Global Organization
• Selecting expatriate managersoSelection testingoLegal issues
• Avoiding early expatriate returnsoTraitsoFamily pressuresoWhat employers can do
Chapter 17-12
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Staffing: home or local?• Offshoring• Management values• Selecting expatriate
managers• Avoiding early expatriate
returns
Chapter 17-13
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Important issues in training, appraising, and
compensating internationalemployees
Chapter 17-14
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Training and Maintaining Employees Abroad
• Orienting and training employees on international assignment
• Appraising managers abroad• Compensating managers abroadoThe balance sheet approacho IncentivesoSteps in establishing a system
Chapter 17-15
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Training and Maintaining Employees Abroad
• Labor relations abroad• Terrorism, safety, and global HRoTaking protective measuresoKidnapping and ransom (K&R)
insurance
• Repatriation: problems and solutions
Chapter 17-16
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review
• Orienting and training
• Appraisals• Compensation• Labor relations• Terrorism, safety• Repatriation
Chapter 17-17
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
How to implement a globalhuman resource
management program
Chapter 17-18
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing HR Locally
• Global HR system effectiveness
• Global HR system acceptability
• Implementation
Putting a Global HR System into Practice
Chapter 17-19
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Effectiveness• Acceptance• Implementation
Chapter 17-20
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
Chapter 17-21
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