Human Resources Management

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Human Resources Management

• 11-1 Foundations of Human Resources Management
• 11-2 Selecting and Hiring Staff
• 11-3 Maximization of Human Resources
• 11-4 Retaining Human Resources

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LESSON 11-1Foundations of Human Resources
Management

• GOALS

• Differentiate between host-country nationals,
  parent-country nationals, and third-country
  nationals
• Define the four dominant human resources
  management approaches.

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Global Human Resource Management

• Worldwide labor markets
• Worker mobility
• Managerial practices
• Global orientation
• Control

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Who Makes Up the Labor Market?

• Host-country nationals
• Expatriates
• Parent-country nationals
• Third-country nationals

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Four Human Resources Management Approaches

• Ethnocentric approach
• Polycentric approach
• Regiocentric approach
• Geocentric approach

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Ethnocentric Approachto Human Resource Management
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Polycentric Approachto Human Resource Management
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Regiocentric Approachto Human Resource Management
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Geocentric Approachto Human Resource Management
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LESSON 11-2Selecting and Hiring Staff

• GOALS

• Explain how staffing needs are determined.
• Describe how potential employees are recruited.
• Describe three factors to consider when hiring
  job applicants.

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Determining Staffing Needs

• Employment forecasting
• Supply analysis
• Job description

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Recruiting Potential Employees

• Job opening announcement
• Inside the company
• Outside the company
• Type of employee needed

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Selecting Qualified Employees

• Competence
• Adaptability
• Personal characteristics

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LESSON 11-3Maximization of Human Resources

• GOALS

• Understand the importance of training and
  development for global employees.
• Identify the common types of training and
  development for international employees.
• Explain how training and development programs
  reduce the chance of employee failure.

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Training and Development Are Critical

• Prepare all employees
• Maximize potential
• Invest in the future

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Training Costs

• Major expense
• Balance needs and potential benefits
• Government requirements

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Types of Training and Development

• Job-related issues
• Language and relationship issues
• Cross-cultural training
• Spousal employment counseling

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Suggested Areas of Training and Development for
Employment In Japan
ESSENTIAL IMPORTANT
Japanese language Japanese social practices Japanese culture Japanese economy Japanese negotiating style Organization and sociology of Japanese businesses
USEFUL HELPFUL
Japanese distribution and marketing systems General cross-cultural training Japanese history Japanese politics Culture shock briefing Japanese accounting and financial techniques Japanese business legal system Political aspects of international economics International politics
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Training and Development Help to Prevent Failure

• Why global employees fail
• Reducing the chance of employee failure

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LESSON 11-4Retaining Human Resources

• GOALS

• Understand that employee motivation is culturally
  based.
• Explain the common components of compensation
  packages for parent-country nationals.
• Appreciate the complexities of evaluating
  employee performance in an international setting.
• List strategies that help to minimize
  repatriation problems.

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Employee Motivation

• Culturally based
• Examples of motivators
• Money
• Recognition
• Personal fulfillment
• Culturally acceptable motivation strategies

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Compensating Employees

• Cultural sensitivity
• Base salary
• Expatriate bonus
• Cost-of-living adjustment
• Employee benefits

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Evaluating Employee Performance

• Factors that influence performance
• Environment
• Task
• Employee personality
• Performance standards

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Anticipating Repatriation

• Reverse culture shock
• Adjustments
• Work
• Finances
• Social relationships