Human Resource Management Management is the art of getting things done through people, and things...
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Transcript of Human Resource Management Management is the art of getting things done through people, and things...
Human Resource Management
Management is the art of getting things done
through people,
and things get done better with the right people.
Human Resource Management
Set of activities directed at attracting, developing, and maintaining the effective workforce necessary to achieve a firm’s objective
Planning – what people will we need?
•Job Analysis•Forecasting
•Recruiting•Selecting
Recruiting – how do we get them?
Retaining –how do we keep them?
•Wages, Salary, Benefits•Job Enrichment
Training –keep‘em up to speed?
•Training & Development•Performance Appraisals
Human Resource Management Goals
International Human Resource Management
Differences in culture, levels of economic development, and legal systems among countries make the task more complex for international HR managers.– Selecting– Training– Compensation and benefits
International Human Resource Management
Select staff from home country, host country, or third country?
International Managerial Staffing Needs
Staffing Categories– Managerial and Executive Employees
– Non-managerial Employees
Scope of Internationalization
Size of staffing tasks depends on scope of firm’s international involvement– Export department
– International division
– Global organization
Centralization versus Decentralization of Control
Centralized firms– Favor home country managers– Most common among international
division form Decentralized firms
– Favor host country managers– Most common among multidomestic
firms
Staffing Philosophy
Parent Country Nationals (PCNs) Host Country Nationals (HCNs) Third Country Nationals (TCNs)
Strategies for Staffing
Ethnocentric staffing model – PCNs in upper-level positions
Polycentric staffing model – HCNs because they know the market best
Geocentric staffing model – choose the most qualified people regardless of nationality
Necessary Skills and Abilities for International Managers
Skills and AbilitiesNecessary to DoThe Job
•Technical•Functional•Managerial
Skills and AbilitiesNecessary to WorkIn a Foreign Location
•Adaptability•Location-specific skills•Personal characteristics
Improved Chances of Succeeding inAn International Job Assignment
Recruitment
Experienced Managers – hired from within or via specialized headhunters.
Younger Managers – perhaps with specialized technical training or language skills. Can be “groomed” for foreign assignments.
Managerial Selection
Good candidates have:–Managerial competence
–Appropriate training
–Ability to adapt to new situations
Expatriate failure has a high cost!
Questions from AT&T’s Questionnaire for Screening Overseas Transferees_1
Would your spouse be interrupting a career to accompany you on an international assignment? If so, how do you think this will affect your spouse and your relationship with each other?
Do you enjoy the challenge of making your own way in new situations?
Securing a job upon reentry will be primarily your responsibility. How do you feel about networking and being your own advocate?
How able are you in initiating new social contacts Can you imagine living without a television?
Questions from AT&T’s Questionnaire for Screening Overseas Transferees_2
How important is it for you to spend significant amounts of time with people of your own ethnic, racial, religious, and national background?
As you look at your personal history, can you isolate any episodes that indicate a real interest in learning about other peoples and cultures?
Has it been your habit to vacation in foreign countries?
Do you enjoy sampling foreign cuisine? What is your tolerance for waiting for repairs?
Culture Shock
Psychological phenomenon that may lead to feelings
of fear, helplessness, irritability, and disorientation
Honeymoon Phase
New culture seems exotic and stimulating
Excitement of working in new environment makes employee overestimate ease of adjusting
Lasts for first few days or months
Disillusionment Phase
Differences between new and old environments are blown out of proportion
Challenges of everyday living Many stay stuck in this phase
Adaptation Phase
Employee begins to understand patterns of new culture
Gains language competence Adjusts to everyday living
Biculturalism
Anxiety has ended Employee gains confidence in ability
to function productively in new culture Repatriation may be difficult
Overseas Success
Likelihood of managers being successful at overseas assignment increases if the managers– Can freely choose whether to accept or reject the
assignment– Have been given a realistic preview of the job and
assignment– Have been given a realistic expectation of what their
repatriation assignment will be– Have a mentor back home who will guard their
interests and provide support– See a clear link between the expatriate assignment and
their long-term career path
Training and Development
Assessing training needs Basic training methods
– Standardized
– Customized
Developing younger managers
Performance Appraisal Process of assessing how effectively people
are performing their jobs Purpose
– To provide feedback to individuals about how well they are doing
– To provide a basis for rewarding top performers– To identify areas in which additional training
and development may be needed– To identify problem areas that may call for a
change in assignment
Compensation Packages
Include salary and nonsalary items Determined by
– Labor market forces– Occupational status– Professional licensing requirements– Standards of living– Government regulations– Tax codes
Annual Cost of Living in Selected Locations Worldwide, 2003
Rank City Index Rank City Index
1 Tokyo, Japan 126.1 11 Shanghai, China 98.4
2 Moscow, Russia 114.5 12 St. Petersburg, Russia 97.3
3 Osaka, Japan 112.2 13 Oslo, Norway 92.7
4 Hong Kong 111.6 14 Hanoi, Vietnam 89.5
5 Beijing, China 105.1 15 Copenhagen, Denmark 89.4
6 Geneva, Switzerland 101.8 16 Ho Chi Minh City, Vietnam
88.5
7 London, UK 101.3 17 Milan, Italy 87.2
8 Seoul, South Korea 101.0 18 Shenzhen, China 86.7
9 Zurich, Switzerland 100.3 19 Guangzhou, China 86.7
10 New York City, USA 100.0 20 White Plains, NY, USA 86.2
Differential Compensation
Cost-of-living allowance Hardship premium or foreign-service
premium Tax equalization system