The Human Resource Manager leads and directs the HR team to enable them to deliver a comprehensive HR service to the business. The HR Manager proactively advises on best practice HR and where necessary takes a hands-on role in dealing with case work.

The HR Manager supports the people management functions that underpin the business culture. The broad areas include: employee matters, compensationand benefits , reward, professional growth, communications and performance management.

Lead and direct the Human Resource team to deliver a comprehensive HR service to the business

Employee Relations managing absence, disciplinaries, grievances, sickness etc. Measure employee satisfaction and identify areas that require improvement

Performance Management: coaching managers on performance management issues and processes

Learning & Development : providing guidance on development for managers and their teams

Recruitment & retention: managing talent and succession planning; taking overall responsibility for recruitment activity and campaigns

17–3

Best practices for making a global HR system more acceptable to local managers:

1. Remembering that global systems are more accepted in truly global organizations.

2. Investigating pressures to differentiate and determine their legitimacy/power.

3. Working within the context of a strong corporate culture is best.

17–4

• Best practices for developing a more effective global HR system:– Form global HR networks that make local HR managers

a part of global teams.– Remember that it’s more important to standardize

ends and competencies than specific methods.

• Best practices for implementing the global HR system:– Remember, “You can’t communicate enough.”– Dedicate adequate resources for the global HR effort.

17–5

17–6

Ethnocentric

Polycentric

Geocentric

International Staffing Policy

Top Management Values

17–7

Inability of Spouse to Adjust

Inability to Cope with Overseas

Responsibilities

Lack of Cultural Skills

Why Expatriate Assignments

Fail

Personality

Personal Intentions

Family Pressures

17–8

Realistic Previews

Careful Screening

Cultural and Language Training

Improved Benefits Packages

Improved OrientationHelping Expatriate

Assignments Succeed

• Adaptability Screening– Assessing the assignee’s (and spouse’s) probable

success in handling the foreign transfer.– Overseas Assignment Inventory

• A test that identifies the characteristics and attitudes international assignment candidates should have.

• Realistic Previews – The problems to expect in the new job, as well as

the cultural benefits, problems, and idiosyncrasies of the country.

17–9

• The “Balance Sheet Approach”– Home-country groups of expenses—income taxes,

housing, goods and services, and discretionary expenses—are the focus of attention.

– The employer estimates what each of these four expenses is in the expatriate’s home country, and what each will be in the host country.

– The employer then pays any differences such as additional income taxes or housing expenses.

17–10

17–11

Industry-Wide Centralization

Content and Scope of

Bargaining

Employer Organization

Multiple Union Recognition

Characteristics of European Labor

Relations