Global Human Resource Management

Assignment of Personnel
1. Corporate Headquarters
  1. Local managers and Staff
  2. Global Managers
  3. Temporary Asignees
Expatriate Management
1. Parent-Country nationals
  1. Recruitment from headquarters
  2. Expatriate compensation package
  3. Foreign office type of carrer
  4. Strong corporate style spreads to the subsidiaries
2. Third-Country nationals
  1. Recruitment from all over the world
  2. Local contracts instead of expatriate packages
  3. International management development programs
3. Acculturation
  1. Flight Attitude
    1. Isolation
  2. Fight attitude
    1. Militation (superiority)
  3. Fit Attitude
    1. Cosmopolitan (balanced)
  4. Follow Attitude
    1. Assimilation (embrace loacal culture)
4. Components of expatriates policy
  1. Strategic Vision
    1. Filing position (key managers)
    2. Develop manager
    3. Develop organization (transnational management)
  2. Selection
    1. Tolerance of ambiguity
    2. Behavioral flexibility
    3. Goal orientation
    4. Sociability and interest to other people
    5. Empathy
  3. Compensation
    1. Home based package
    2. Local based package
  4. Tenure
    1. Time needed to learn the rules
    2. Importance of personal relationships in the job
    3. Contextual hardship of the country
    4. Career development
  5. Support
    1. Staffing and preparation
    2. Career development
    3. mentoring and repratiation
    4. Performance and compensation
  6. Carreer follow-up
  7. Preparation
    1. career plan
    2. cultural and logistical preparation
    3. Assessment centers
Localization
1. Break language barrier
2. commitment to country
3. Gain access to critical relationships
4. Enhance local recruitment
  1. Image of the company
  2. Career prospects and training opportunities
  3. Understanding local qualifications and education system
5. Loyalty -> Fair treatment
  1. local personnel to join global managers
  2. Equal opportunities
  3. Equal job pay
  4. Information sharing
6. Performance Evaluation, reward practices and cultural differences
  1. Giving and receiving feedback
  2. Individuals vs. group performance
  3. System-led vs. personalized evaluation processes
  4. Social impact of rewards and sanctions
Skills development
1. Roles
  1. Business managers. Coordinate activities and link capabilities across barrieres
  2. Country managers. Meet local customers needs. Entrepreneurship, competitive and market intellingence collection and local resource aquisition
  3. Functional managers. Regional headquarters. organize and coordinate worldwide learning. Information networks.
2. Individual skills
  1. Professional
  2. Cultural
  3. Negotiating
  4. Relational
  5. Leadership
  6. Intellectual
  7. Courage
  8. Flexibility

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Global Human Resource Management

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	Created by Angelica Garza over 9 years ago