International Human Resources

1
International Human Resources

• Human Resource Management
• Session 14

2
Human Resource Management
Discuss avenues to maintain strong employment
relationships
Explain the importance of the person-job-organizat
ion match and how it can be established
Interpret analyze how HRM policies practices
support the entire organization
Identify explain HR policies practices that
motivate workers
Labor relations
International HR
Employee relations Justice
Safety health
3
Backlash Against Globalization

• Insecurity
• Mistrust
• Policy
• Priorities
• Technophobia

4
Definitions

• Type of countries
• Type of employees
• HCN
• PCN
• TCN

5
International HR Management

• Is interplay between
• HR functions
• Countries
• Employees
• Workplace diversity

6
International Versus Domestic HR

• More functions activities
• Broader perspective
• More involvement in personal lives
• Changes as mix of PCNs HCNs varies
• Risk exposure
• More external influences

7
More Functions Activities

• Activities unnecessary in domestic HR
• Taxation
• Relocation
• Orientation
• Administration
• Host government relations
• Language translation

8
Broader Perspective

• Design administration of programs for
• PCNs
• HCNs
• TCNs
• Compensation benefits
• Equity

9
More Involvement in Personal Lives

• Health care, compensation, housing
• Banking, investments, home rental, coordinate
  home visits
• Schooling, housing
• Recreational programs in under-developed areas

10
Changes in Emphasis

• Foreign operations mature
• Emphasis on HR functions change
• Accommodate more HCNs

11
Typical US Expatriate Compensation Package
12
Risk Exposure

• Consequences of failure
• Expatriate failure
• Terrorism

13
More External Influences

• Type of government
• State of economy(ies)
• Accepted business practices

14
Attitudes of Senior Management

• International orientation
• Problems
• International operations may be undervalued in
  goals objectives
• Focus on domestic issues
• Minimize international domestic environments

15
Regarding Cross-Cultural Differences

• Do not export headquarters-country bias
• Think in global terms
• Recognize that no country has all the answers

16
Cultural Understanding

• Local perspective
• Inherent superiority of own group culture
• Look down on foreigners
• Cosmopolitan perspective
• Sensitive to cultural differences
• Respect distinctive practices of others
• Allowances when communicating different cultural
  groups

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Cultural Differences Factors

• Sense of self space
• Dress appearance
• Food eating habits
• Communication
• Verbal
• Nonverbal
• Time time sense

• Relationships
• Values norms
• Beliefs attitudes
• Work motivation practices
• Mental processes learning

18
Hofstedes Cultural Dimensions

• Power distance
• Uncertainty avoidance
• Individualism
• Masculinity
• Long-term vs. short-term orientation

19
International Staffing

• Ethnocentrism
• Select from national group parent company only
• Recruit only from within own country host
  country
• Geocentrism
• International perspective emphasize
  unrestricted use of all nationalities

20
International Staffing

• Initial Orientation
• Cultural briefing
• Assignment briefing
• Relocation requirements
• Pre-departure Orientation
• Introduction to language
• Reinforcement of values, especially
  open-mindedness
• En route, emergency, arrival information
• Post-arrival Orientation
• Orientation to environment
• Orientation to work unit fellow employees
• Orientation to job

21
Expatriates

• Expatriate
• Foreign-service employee
• Anyone working outside home country
• Planned return to home or third country

22
Culture Shock Symptoms

• Homesickness
• Boredom
• Excessive sleep
• Irritability
• Marital stress
• Family tension conflict
• Hostility toward HCN
• Loss of ability to work effectively
• Psychosomatic ailments

23
Expatriate Compensation

• Localization
• Higher-of-home-or-host
• Localizes
• Establishes compensation floor
• Expats never receive less than at home
• Balance sheet
• Objective is that expatriates neither gain nor
  lose financially
• No financial advantage to being in one country
  over another
• Facilitates mobility
• Cost-effective

24
Human Resource Management
Interpret analyze how HRM policies practices
support the entire organization
Explain the importance of the person-job-organizat
ion match and how it can be established
Identify explain HR policies practices that
motivate workers
Discuss avenues to maintain strong employment
relationships
Legal, ethical bottom-line foundations of HR
policies
Performance management for maximum productivity
Labor relations
Planning for human resources
Contemporary environmental issues affecting HR
Rewards Direct compensation
Employee relations Justice
Understanding work Job/work analysis
Staffing Attraction selection for maximum
P-J-O fit
The financial impact of HR policies practices
Rewards Indirect compensation
Safety health
Principles of training development
The legal context within which HR operates
Rewards The work experience
Careers their relationships to personal
organizational effectiveness
Diversity its relationship to organizational
effectiveness
International HR