Professional Documents
Culture Documents
Global Human
Resource
Management
McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
1. Describe the drivers behind globalization.
2. Comprehend how global HRM practices support an
organization’s expansion into the global marketplace.
3. Give examples of how culture can influence the effective use
of human resource practices.
4. Distinguish between multinational and global corporations in
terms of how they utilize their human resources.
5. Examine several factors related to the successful selection,
training, and compensation of expatriates.
6. Recognize the unique role that host country nationals play in
global corporations.
7. Compare and contrast the legal and ethical components of
global human resource management.
4-2
GLOBALIZATION
Domestic
International
Multinational
Reasons for Globalization?
5
Expand Market Share
Cheap labour, Raw material is easily
available
Extensive Global Communication
New technology
To Sustain in Foreign Competition
Trade Agreement like NAFTA
What is an Expatriate?
An employee who is working and
temporarily residing in a foreign country
Business customs
The most difficult challenge to
overcome is the “people challenge” Workforce
characteristics
4-10
Top 10 Most Important HRM Challenges for
Global Companies
4-11
Recent years have seen a rapid increase in
global activity and global competition.
Avoidance of
uncertainty
4-13
Sources of employees for an
international assignment
4-15
80 Percent of all Middle- to Large-size
Companies Use Expatriates
4-16
4-17
Success in domestic operations may have
little to do with success overseas
• Many expats believe too little attention is
paid to other critical factors during the
selection process
Expatriate selection should focus on
manager’s
• Self-image
• Interaction with others
• Perceptual orientation
4-18
Role of Expat’s
Family Should Training
Not be Under- Process
estimated
Selection
Process
Schooling
4-19
• A phenomenon experienced by
people who move across cultures.
They experience a shock reaction
(or psychological disorientation)
when exposed to new cultural
experiences, because they
misunderstand or do not recognize
important cues
Training Determinants Self-Awareness
4-21
Phase 2 of training occurs at host country site
4-22
Helping managers deal with culture shock
Actively plan
Identify
how the Treat every new
prospective
overseas hire as a
international
assignment will prospective
managers early
fit with career global employee
in their careers
aspirations
4-23
Middle- to Upper-Level
Balance-sheet Approach
Executives
4-24
Broad Categories of
Compensation
Family Social
Financial Adjustment
Support
4-25
4-26