TOPIC 1: Organization & Management TOPIC 2: Management

TOPIC 1: Organization & ManagementTOPIC 2: Management Environment and

International Management

1

LEARNING OUTLINE

▪ Characteristics of organizations

▪ What is management?

▪ Concept/Nature of management

▪ Need/Importance of management

▪ Levels of management and skills needed

▪ Management environment

▪ International management

UNITAR International University 2

Characteristics of Organizations


STARTER QUESTIONS

▪ 1. What is management?

▪ 2. What makes someone a manager?

▪ 3. What do managers do?

▪ 4. What characteristics define an organisation?

▪ 5. What are the challenges to managing?


WHAT IS MANAGEMENT

Art of getting things done by people

Achievement of objectives via the effective utilization of resources

Attainment of organisational goals in an efficient and effective manner by planning, organizing, leading and controlling organisational resources

A continuous process – identifying and solving by taking adequate steps

Involves internal and external assessment


▪ Using resources effectively and efficiently towards goal of an organization in a changing environment.

▪ These are “the how” a manager pursues organizational goals, and are universally known as the four functions of management.


QUESTIONS FOR DISCUSSION:

▪ Question 1: What is planning in planning?

▪ Question 2: What does management planning involve?

▪ Question 3: Why PLANNING is the most important function in management?

▪ Question 4: What is effective management process?



5 M OF MANAGEMENT


TAKE A GUESS

Managerial Levels

TopManagers

Middle Managers

First-Line Managers

Nonmanagerial Employees


Skills Needed at Different Management Levels

TopManagers

MiddleManagers

Lower-levelManagers

Importance

ConceptualSkills

HumanSkills

TechnicalSkills


Management environment


International management

▪ What does international management mean to you?


INTERNATIONAL ASSIGNMENT

Means transfer of a job overseas

For a period of one to three years

Provide opportunities for professional and personal development

Help in learning in global market, culture and workforce differences


▪ Determining the purpose and goals of an international assignment will help guide the selection process.

▪ A technical person - for transferring technology

▪ A sales executive – launching new product or service

Selection Process



WHAT KNOWLEDGE AND SKILLS ARE ACQUIRED FROM INTERNATIONAL ASSIGNMENT?


IHRM is more complex than domestic HRM

IHRM has …

1. more HR activities

2. a need for a broader perspective

3. more involvement in employees’ personal lives

4. changes of emphasis as the mix of expatriates & locals varies

5. more risk exposure

6. broader external influences


Types of Expatriate Training

Training For PCN’s & TCN’s:

▪ Cultural Awareness Programme Or Cross Culture Training

▪ Language Training

▪ Diversity Training

▪ Other Related Issues In Training


20UNITAR International University

International relocation involves

▪ Arranging for pre-departure training

▪ Providing immigration & travel details

▪ Providing housing, shopping, medical care, recreation & schooling information

▪ Finalizing compensation details such as:

▪ Delivery of salary overseas

▪ Determination of overseas allowances

▪ Taxation treatment


Essential components of pre-departure training

▪ Cultural awareness training

▪ Preliminary visits

▪ Language instruction

▪ Assistance with practical day-to-day matters

▪ Security briefings


Post-assignment

▪ We examine these re-entry issues:

▪ Process of re-entry or repatriation

▪ Job-related issues

▪ Social factors (e.g., family)that affect re-entry & work adjustment

▪ Responses to repatriate concerns

▪ Staff availability & career issues

▪ ROI & knowledge transfer

▪ Designing a repatriation program

▪ Broader international career issues


Outcomes of international assignments

▪ Management development▪ Individuals get experience, advance careers

▪ gets cadre of experienced international operators

▪ Organizational development▪ accumulates knowledge, abilities

▪ get a global mindset

▪ gets direct control & socialization which- helps with knowledge transfer &- helps transfer competence


UNITAR International University

Study: causes for international assignment failure

▪ Spouse/partner dissatisfaction 18%

▪ Poor candidate choice 16%

▪ Poor job performance 13%

▪ Inability to adapt 12%

▪ Other family concerns 8%


Effectiveness of ways to reduce expatriate TURNOVER

In most to least effective order:

▪ Opportunity to use experience 35%

▪ Position choices upon return 22%

▪ Recognition 16%

▪ Repatriation career support 13%

▪ Improved performance evaluation 9%



▪ A model of all 5 variables that moderate the differences between domestic and international HRM

INTERNATIONAL TRAINING, DEVELOPMENT, & CAREERS

▪ We examine these pre- & on-assignment issues:

▪ Role of training to support expatriate adjustment &on-assignment performance

▪ Components of pre-departure training programs such as cultural awareness, preliminary visits, & language skills

▪ Relocation assistance & training for trainers

▪ Effectiveness of pre-departure training

▪ Developmental aspect of international assignments

▪ Training & developing international mgmt. teams

▪ Trends in international training & development



Documents

TOPIC 1: Organization & Management TOPIC 2: Management