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Questions and Answers
What is the process of helping employees make the transition to their home country called?
Why do US citizens living abroad need to file a tax return, according to the text?
What is the potential drawback of maintaining companywide pay scales for a global business?
How does the success of an expatriate's career development impact other employees?
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A high individualism/collectivism ranking means there is more concern for the collectivistic aspects of society.
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Long-term orientation refers to tradition and social obligations.
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What are some psychological effects experienced by employees during reverse culture shock?
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How much can an effective repatriation program cost per family?
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According to Tom Mullady, why is a good repatriation program important?
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Understanding the different types of ______ is a component to this process.
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Study Notes
Global HR Trends
- The Society for Human Resource Management (SHRM) discusses global HR trends and provides tips for dealing with these trends from the HR perspective.
HRM Global Strategies
- Identifying the best HRM processes for a multinational company involves finding the best fit between the firm's external environment (e.g. laws) and the company's overall strategy, HRM policies, and implementation of those policies.
- A transnational scope means that HRM decisions are made from an international perspective, considering the needs of all employees in all countries where the company operates.
Differences between International, Global, Multinational, and Transnational Companies
- International companies: centrally controlled operations, foreign offices have control over production and markets, low market responsiveness.
- Global companies: views the world as its market, low market responsiveness, high local responsiveness.
- Multinational companies: centrally controlled, foreign offices are viewed as subsidiaries, low market responsiveness, high local responsiveness.
- Transnational companies: integration with home office, high local responsiveness, high market responsiveness.
Globalization and its Effects on HRM
- Globalization has had far-reaching effects on business and HRM planning, including the impact of trade agreements, growth of new markets, education, economics, and legal implications.
- Trade agreements have made trade easier for companies.
Training for Overseas Assignments
- There are five main components of training for an overseas assignment: language, culture, goal setting, managing family and stress, and repatriation.
- Language training is a basic yet necessary factor for the success of the assignment.
- Cultural training is important to understand the norms, values, and rituals of the host country.
Expatriate Adjustment Phases
- Most expatriates go through four phases of adjustment when moving overseas: elation/honeymoon, resistance, adaptation, and biculturalism.
Host-Country Nationals and Third-Country Nationals
- Host-country nationals are individuals who are hired by a company in the country where they are nationals.
- Third-country nationals are individuals who are hired by a company in a country where they are not nationals.
- Examples of companies that use third-country nationals include the US military and multinational companies with operations in multiple countries.
Cultural Implications
- Cultural implications are important to consider in HRM, including etiquette, management styles, history, religion, and politics.
- Understanding the culture of the host country is crucial for the success of the expatriate assignment.
Performance Reviews and Legal Differences
- Performance reviews and legal differences must be considered when dealing with international assignments.
- Logistical considerations, such as transportation, housing, and education, must also be taken into account.
International HRM Considerations
- In an international environment, HRM concepts can be applied with proper research and understanding of cultural, economic, and legal differences between countries.
- Host-country offices should be in constant communication with home-country offices to ensure policies and practices are aligned with the organization.
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