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Human Resource Management

Human Resource Management. Human Resource Planning. Recruitment. S o ur c e s : From Home Country ( E xpatria tes ) From Host Country ( L ocal s ) From a Third Country Methods: Job Posting Advertising Campus Recruiting Employment Agencies On-line Recruiting Employee Referrals.

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Human Resource Management

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  1. Human Resource Management

  2. Human Resource Planning

  3. Recruitment • Sources: • From Home Country (Expatriates) • From Host Country(Locals) • From a Third Country • Methods: • Job Posting • Advertising • Campus Recruiting • Employment Agencies • On-line Recruiting • Employee Referrals

  4. Criteria for selecting international managers • Technical Ability • Managerial Skills • Personal Motives • Cultural Empathy • Language Aptitudes • Diplomatic Skills • Emotional Maturity and Stability • Adaptability and Flexibility • Adaptability of Family • Age, Gender, Experience

  5. Succesfull Atributes for an International Manager

  6. Pregătirea managerilor internaţionali

  7. Training programmes type Interaction degree Cultural diferences

  8. Needs and Values in the Motivational Process

  9. Content Motivational Theories • Pyramid of Needs (A. Maslow): • Physiological Needs • Safety Needs • Socialization Needs • Recognition Needs • Self Actualization Needs • Two Factors Theory (Herzberg): • Hygiene Factors: salary, interpersonal relations, working conditions, company politicies and tecnical supervision • Motivator Factors: work content, achievement, recognition, responsibility, advancement • Combining the hygiene and motivation factors results in four scenario's: • High Hygiene + High Motivation: The ideal situation where employees are highly motivated and have few complaints. • High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. The job is perceived as a paycheck. • Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salaries and work conditions are not up to par. • Low Hygiene + Low Motivation: The worst situation. Unmotivated employees with lots of complaints.

  10. Process Motivational Theories • Expectancy Theory (V.Vroom) • M= V x E x I , where : • M - motivation • V – valence (The emotional orientations people hold with respect to outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, time-off, benefits] or intrinsic [satisfaction] rewards) • E – expectancy (Employees have different expectations and levels of confidence about what they are capable of doing) • I – instrumentality (The perception of employees whether they will actually get what they desire even if it has been promised by a manager) • Equity Theory (Adams) individual’s outcomes relational partner’s outcomes individual’s own inputs relational partner’s inputs

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