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Chapter 15 Learning Objectives

Chapter 15 Learning Objectives. Summarize how the growth in international business activity affects human resource management. Identify the factors that most strongly influence HRM in international markets.

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Chapter 15 Learning Objectives

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  1. Chapter 15Learning Objectives • Summarize how the growth in international business activity affects human resource management. • Identify the factors that most strongly influence HRM in international markets. • Discuss how differences among countries affect HR planning at organizations with international operations.

  2. Chapter 15Learning Objectives(continued) • Describe how companies select and train human resources in a global labor market. • Discuss challenges related to compensating employees from other countries. • Explain how employers prepare managers for international assignments and for their return home.

  3. International Business and HR International Mergers and Acquisitions Importance of Global Human Resources Management Foreign Human Resources Global Competition Market Access Opportunities

  4. International Business Terminology • Parent Country Nationals • Host-country Nationals • Third-country Nationals • Expatriates

  5. Factors that influence International HRM

  6. Hofstede’s Five Dimensions of CultureHow Countries Differ

  7. Emotional Cycle Associated with a Foreign Assignment

  8. Performing International HRM Functions A. Recruiting      1. Matching process      2. Personal qualities vs. job competence (adaptability, language skills, local knowledge, etc.) B. Selection Process      1. Interviewing - family participation

  9. Topics for Assessing Candidates for Overseas Assignments

  10. Performing International HRM Functions(continued) C. Training      1. Cultural training      2. Language training      3. Personal adjustments D. Performance Appraisal 1. Dual responsibility – host and home

  11. Performing International HRM Functions(continued) E. Compensation    1. Based on length of assignment/conditions    2. Support for expenses    3. Financial support F. Repatriation

  12. Expatriate Compensation • To be effective, an international compensation program must: • Provide an incentive to leave the United States. • Allow for maintaining a U.S. standard of living. • Facilitate reentry into the United States. • Provide for the education of children. • Allow for maintaining relationships with family, friends, and business associates.

  13. Repatriation • The process of an employee transitioning home from an international assignment. • “Welcome home” • Counseling to ease the transition • Validation • Post assignment feedback • Cross cultural preparation

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