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LO 1: Summarize how the growth in international usiness act

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Amanda Lynch

on 4 April 2014

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Transcript of LO 1: Summarize how the growth in international usiness act

HRM Globally
LO 1: Summarize how the growth in international business activity affects HRM.
: Exporting & operating foreign facilities: (Outsourcing)
1.Org. need employees who UNDERSTAND customers & suppliers in other countries.
2.UNDERSTAND (local laws) (customs) (adapting to local situations)
How to do this?
Orgs: hire a combination of parent-country, host country, & third-country nationals.
Orgs: operate on the scale of : exporter, international, global, or multinational organizations.
Global Organizations: Need a Transnational HRM system( makes decisions from a global perspective, includes managers from many countries, & is based on ideas contributed by people representing a variety of cultures.

LO 3: Discuss how differences among countries affect HR planning at organizations with international operations.
As org. consider decisions about their level of international activity, HR professionals should provide info. about the relevant HR issues..
When orgs. decide to operate internationally or globally, HR planning involves DECISIONS about WHERE and HOW many employees are NEEDED for each international facility.
LO 4: Discuss how companies select & train HR in a global labor market?
Many are filled with host-country nationals: easily understanding values & customs: Hiring locally=less $ vs. moving employees to new locations.
Parent-country & third country nationals: possess human relations skills with success in foreign assignments. (often prepare employee & family with cross training before sending toward language & culture along with mentoring..
LO 2: Identify the factors that most strongly influence HRM in international markets.
1. Culture Market
2. Labor Market: education/skills of employers
3. Foreign country's political-legal system (gov, laws, reg.)
4. Economic system, capitalist, socialist (involvement in the other country's economy..ie.. (taxes, price control)
LO 6: Explain how employers prepare managers for international assignments & for their return home.
LO 5: Discuss challenges related to managing performance & compensating employees from other countries.
Pay structures can differ substantially among countries in terms of pay level & relative worth of jobs!
1. Org. must decide whether to set pay levels and differences in terms of what workers ARE USED TO in THEIR OWN COUNTRIES or in what's earned at Headquarters.
Below: compensating expatriates
Have to prepare manager for experience.
In cross-cultural training the soon-to-be expatriate learns about the foreign
culture their heading to, studies their own home-country culture for insight.
The trainee is given a detailed briefing on how to behave in business settings
in the new country.
Preparation expatriate should include career development activities to help the individual acquire valuable career skills of the assignment to handle repatriation successfully.
COMMUNICATION of (changes) at home & validation of a job well done abroad help the expatriate through the repatriation process.
Criteria:
Competency in the employee's area of expertise.
Ability to communicate verbally & non verbally in the foreign country.
Flexibility, tolerance of ambiguity, and sensitivity to cultural differences.
Motivation to succeed & enjoyment of challenges.
Willingness to learn about the foreign country's culture, language, & customs.
Support from family members.
Honeymoon
>
Culture Sock
>
Recovery
>
Adjustment
Culture Shock:
Disillusionment & discomfort that occur during the process of adjusting to a new culture.
http://www.slideshare.net/rhimycrajan/international-human-resource-management-17363203
Repatriation
: The process of preparing expatriates to return home from a foreign assignment.
Full transcript