人力资源管理专业英语chp14-HRM-of-Multinational-Corporations精课件

1、Unit 14HRM of Multinational Corporations Unit 14HRM of Multinational CWarm upWhat are the different types of international companies? What are the HRM CHALLENGES OF EXPATRIATE PERFORMANCE Evaluation?Warm upWhat are the different In this unit, we will discuss:Importance of International Human Resourc

2、e management Types of International CompaniesKey issues in International HRMCulture and IHRM FunctionsIn this unit, we will discuss:International Mergers and AcquisitionsGlobal CompetitionImportance of International Human Resources ManagementForeign Human ResourcesMarket Access OpportunitiesIncreasi

3、ng Importance of International Human Resources UnderstandingInternational Mergers and AcquTypes of Business Entities1. International Corporation Domestic firm that uses its existing capabilities to move into overseas markets.Types of Business Entities1.人力资源管理专业英语chp14-HRM-of-Multinational-Corporatio

4、ns精课件人力资源管理专业英语chp14-HRM-of-Multinational-Corporations精课件4.Transnational CorporationFirm that attempts to balance local responsiveness and global scale via a network of specialized operating units.4.Transnational CorporationFiManaging in a Foreign EnvironmentAttitudes VaryMotivational Tools are Dist

5、inctly DifferentManaging in a Foreign EnvironmKey Issues in International HRMWorldwide Human Resources PlanningRecruiting and SelectionExpatriate orientation and trainingRepatriationPerformance appraisalCompensationDealing with inflation and unexpected changes in exchange ratesProviding sufficient p

6、ay to keep individualsShould company pay hardship allowance?Dissatisfaction with cost of living allowancesHousing (Complex problems at home and overseas)Key Issues in International HRKey Issues in International HRMBenefits PlanningDeveloping equity among employeesSeveral plans necessary for differen

7、t categories of personnelTaxation (Proliferation of new laws)Communication of HR Policies and Programs WorldwideTreat communication as a continuous processFace-to-Face contact frequentlyMake policy manuals brief and simpleBe sensitive to needs of receiverSend regular written explanations of policy c

8、hangesPeriodic rotation of overseas HR managers desirableSecurityKey Issues in International HRCultural Environmentof International BusinessCultural Environmentof InternManagerial ValuesRole of CompetitionRole of BlameRole of ShameRole of Participation: Japan (hi)Role of Autocratic: Europe (hi) and

9、South America (hi)Managerial ValuesRole of CompeSources of Managerial Talent Home Country Nationals (Expatriates)Host Country Nationals (Natives)Third Country Nationals (Non-Home/Host)Sources of Managerial Talent HAdvantages of Different Sourcesfor Overseas Managers Host CountryHome CountryThird Cou

10、ntryLess costPreference of host country governmentKnowledge of environmentLanguage facilityTalent available within companyGreater controlCompany experienceMobilityExperience provided to corporate executivesBroad experienceInternational outlookMulti-lingualismAdvantages of Different SourceMajor Reaso

11、ns for American Expatriate Failures in Foreign EnvironmentInability of the managers spouse to adjust to a different cultural environment.The managers inability to adapt to a different physical or cultural environment. Other family-related problems.The managers personality or emotional immaturity.The

12、 managers inability to cope with the responsibilities posed by the overseas work.The managers lack of technical competence.The managers lack of motivation to work overseas.Major Reasons for American ExpSelection MethodsInterviews (executives and psychologists)Assessment Centers (exercises)Tests (lan

13、guage and special tests)Role of FamilySelection MethodsInterviews (eFlowchart of the Selection-Decision ProcessStart the Selection ProcessCan the position be filled by a local national?Identify degree of interaction required with local community using a 7- or 9- point scale, ranging from low to high

14、, indicate the degree of interaction with local community required for successful performance on the job.Select local national and subject him/her to training basically aimed at improving technical and managerial skills.Emphasis* on tasks variables.Second but by no means unimportant question is to a

15、sk whether the individual is willing to serve abroad.Is candidate willing?Probably not suitable for positionEmphasis* on task variablesIdentify degree of similarity / dissimilarity between cultures using a 7- or 9-point scale, ranging from similar to highly diverse, indicate the magnitude of differe

16、nces between the two cultures,Emphasis* on “relational abilities” factor.“Family situation” factor must also be taken into consideration.Start orientation (most rigorous)Start orientation(moderate to high rigor)Start orientation(moderate to high rigor)Probably not suitable for positionYESNOYESYESNON

17、OHIGHLOWHIGHLY DIVERSEVERY SIMILARFlowchart of the Selection-DecPreparing for an International AssignmentStudy the following subjects:Social and business etiquette.History and folklore.Current affairs, including relations between the country and the United States.The cultures values and priorities.G

18、eography, especially the cities.Sources of pride: artists, musicians, novelists, sports, great achievements of the culture, including things to see and do.Religion and the role of religion in daily life.Political structure and current players.Practical matters such as currency, transportation, time

19、zones, hours of business.The language.Preparing for an InternationalCultural ShockA Disorientation that Causes Perpetual StressDisorienting IncidentsImpossible CommunicationTelephone DifficultiesFamily FrustrationsCultural ShockA DisorientatioSpecial ConsiderationsCareer Development RisksReentry Pro

20、blemsManaging Family LifeTerrorismSpecial ConsiderationsCareer DRecruitmentGovernment RegulationsWork Permits Universally RequiredRecruitment of Locals VariesGuest WorkersRole of Church, Family, PoliticsRecruitmentGovernment RegulatiSelectionMerit Versus Best FamilyFamily TiesSocial StandingOriginIn

21、dustrialized versus Less DevelopedSelectionMerit Versus Best FamTraining IssuesLocal ResourcesLess Technical CapabilitiesApprenticeship Strengths in EuropeManagement Development (US Leader)Language (English Need)Training IssuesLocal ResourcesCompensationHost Country EmployeesProduction Standard or T

22、ime or CombinationBenefits (often higher than U.S.)Profit Sharing (may be Required)ManagersNarrowing of Salary Gap with USACompensationHost Country EmploExpatriate CompensationBase PayDifferentialsIncentivesCompany AssistanceCost: 3-4 times USA RateExpatriate CompensationBase PaCompensation of Expatriate ManagersProvide an incentive to leave the united states.Maintain an American standard of living.Fa