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HUMAN RESOURCE
MANAGEMENT
GLOBAL CHALLENGES FACED BYHR MANAGERS
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HRISHIKESH GANGAN
DEEPALI JADHAV
ROSHAN JADHAVAKSHATA KUTE
ASHISH NIMBALKAR
ANJU SINGH
Group members:
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INTRODUCTIONUnified global arenaPressures Of Globalization-
Example : Panasonic Corporation formerlyknown as Matsushita
Electric Industrial Co.,LtdEntry of new markets
Example : Nestle, Coca-cola, Fords, Colgate-Palmolive, Gillette,
Johnson &
Johnson and Mc Donald s
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CULTURAL DIFFERENCE AND HRMNeeds for cultural trainingAccording
to Harris and Moran, cultural differencedimensions :
S ense of self and space
LanguageExample : Procter & Gamble s -Pampers failure
inJapan due to false advertisementsDress and appearance
Food, eating habits and perceptual problemsExample : Beef
favourite with Americans butprohibitive in India(Hindu culture)T
ime and time consciousnessRelationship
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Contd..
Values and normsBeliefs and attitudeMental process and
learningExample : Japanese, Chinese learn through wordpictures
while English prefer to do the same by words
W ork habits and practices
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ECONOMIC FACTORS AND HRPRACTICES
Loss of man-daysLaws governing labours
Example : Germany-CodeterminationIndia-Unions
Substantial difference in matter like minimum
wages and length of workdaysInter country differencesExample :
Ford Motor Company
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INTERNATIONAL POLICY
EthnocentrismRoy al Dutch Shell
PolycentrismBausch & L o mb
GeocentrismC o lgate-Palm o live
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INTERNATIONAL SELECTION CRITERIA
General and technical criteriaLanguage skillsCross cultural
suitabilityExample : Automotive equipment producer
Bosch holds seminars for newlyarrived returnees
Motivation for a foreign assignment
Family situationVariation from country to countryExample :
Training expenditures per employee ranges : Asia(outside Japan)-
low of $241, Japan- $359, United S tates-$724
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INTERNATIONAL TRAINING AND DEVELOPMENTO rientation
Cultural briefing
Example:IBM-Rotating assignments
Cross cultural training
Career development
INTERNATIONAL COMPENSATION
Expatriate s income should be equivalentAdditional incentive
offeredAvoidance of expatriate s for local jobsProviding
opportunities to the expatriates
PERFORMANCE APPRAISALW ho actually carries out
appraisal?Evaluation from home countryCriteria to measure
performanceO pportunities for expatriates
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INTERNATIONAL LABOUR RELATION
The role of Union, Collective bargaining,Labour participation
& Health and safety
Example : Chevron donated $250,000 inmedical supplies for blood
testing
REPATRIATION
Problem solution by sensible management:
1. Giving written assurance2. Appointing a sponsors
3. Reorientation programme
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BIBLIOGRAPHY
Books-Human Resource Management-By Gary DesslerHuman Resource
Management-By V.P.Rao
Internet-www.google.comwww.wikipedia.org
www.itsmyascent.comwww.shrm.orgO thers-T
heT
imes of India s ascent-move up in life!
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