Interview Techniques and Job Analysis

Definitions

• International companies: companies export and import, but their investments are within one home country
• Multinational companies: operate in multiple countries but with clearly designated headquarters in their home country
• Transitional companies: have operations in multiple countries, act like borderless companies and do not consider any one country as the center of operations
• Offshoring: producing overseas or performing some operations overseas
• Outsourcing: moving some operations of the company to a different company (does not necessarily involve an international operation)
• Global integration: ensures companies establish a common corporate culture and common ways of doing business
• Local differentiation: transfer of practices across units through the use of people, information technology, standardized procedures and rules

Issues

• Projecting global competence supply
• Forecasting global competence needs
• Developing a blueprint to establish global competence pools within companies

Strategic International HRM

• HRM issues, functions, policies, and practices
• Result from the strategic activities of multinational enterprises
• Affect international concerns and goals

Dimensions of Culture (Hofstede)

• Individualism vs. Collectivism: Degree to which individuals define themselves as individuals versus through their relationships.
• Power Distance: Degree to which the society accepts unequal power distribution
• Uncertainty Avoidance: Degree to which society feels uncomfortable with uncertainty and emphasizes procedures or traditions
• Masculinity vs. Femininity: Degree to which a culture values achievement and materialism (masculine) or modesty, caring for the weak, and quality of life (feminine)

Corporate International Business Strategies

• Domestic Strategy: Exporting goods abroad as a means of seeking new markets
• Multi-domestic Strategy: Concentrates on the development of foreign markets by selling to foreign nationals
• Global Strategy: Aims to introduce products in chosen countries
• Multinational Strategy: Standardizing products

Strategic IHRM Approaches

• Adaptive: Flexibility for responding to various market demands
• Exportive: Taking a product and putting it in a box, shipping it to a location, remains the same as when it arrived
• Integrative: Piggybacks off another company to help expand

Cross-Cultural Training (CCT)

• Positive Influences: Expatriate self-development; Interpersonal skills; Cross-cultural perception
• Expatriate Training: Cultural adjustment; Work adjustment; Interactional adjustment

Risk Management

• Ensure the safety and security of employees
• Political turmoil, health risks, high crime, acts of terrorism

Compensation

• Ensures expatriates do not suffer a financial penalty from overseas assignments

Selection of Global Manager Candidates

• Five-factor personality model (OCEAN)
• Openness
• Conscientiousness
• Extraversion
• Agreeableness
• Neuroticism
• Trainability

Other Personal Characteristics

• Self-maintenance competencies
• Relationship competencies
• Interpersonal skills

Guidelines for Effective Training

• Assess and evaluate
• Clarify the purpose and goals
• Plan and design
• Implement
• Evaluate

Career Development

• Repatriation: returned to home country

Other Issues in the Strategic IHRM

• International performance appraisals
• International compensation
• International labor relations

Managing HR Globally

• Advantages: Access to wider talent; Transfer of expertise; Recruitment and selection
• Disadvantages: Cultural, legal and economic differences; Adapting practices; Home-country nationals; Parent-country nationals; Third-country nationals

Internationalization

• Close coordination is sometimes required between subsidiaries and parent companies
• Companies may give greater autonomy to subsidiaries to better fit local needs
• Wholly Owned Subsidiaries: Parent company has full control
• Joint Ventures and Strategic alliances: involve cooperation but less control

Managing Expatriates

• Expatriate: Person who lives and works in a different country
• Organizationally assigned expatriates: typically used for overseas work

Self-Initiated Expatriates

• Motivated by a desire to gain experience in different countries

Benefits of Expatriation

• Career advancement; Unique skills in knowledge dispersal

Downsides of Expatriates

• Over-reliance on expatriates can cause issues; Risks of failure; Costly assignments; Poor adjustment;
• Run risk of failure or poor adjustment.

Managing Employee Separation & Retention

• Voluntary turnover: departure initiated by employee (unhappiness and availability of better alternatives)
• Forms of withdrawal without quitting: Tardiness, Absenteeism
• Turnover Rate: (# departures / average employees) x 100
• Retention Rate: (# employees who stayed / # employees) x 100

Downsizing

• Workforce reduction: Attrition; Early retirement; Layoffs
• Work redesign: Assess/revise if necessary
• Systematic change: Changing organization's culture to enhance quality
• Reason for Downsizing: Declining profits; Business downturn

Inplacement/Outplacement issues

• Outplacement: counseling and job-search assistance for terminated workers
• Inplacement: reabsorbing terminated workers into new roles

Performance Management and Appraisals

• Objectives: Giving feedback; performance ratings based on criteria and standards.
• Challenges: Accurate measures, Bias, Practicality, Design features

Training

• Needs Assessment: Organizational Analysis; Task Analysis; Person Analysis
• Training Strategies: Speed; Innovation; Quality-enhancement; Cost-reduction

Methods of Training

• On-Site Training: On the job; Vestibule Training; Job Rotation
• Off-Site Training: Lectures; Audio-visual materials; Programmed instruction; Conferences; Computer-assisted instruction; Simulations; Role-playing

This quiz explores key concepts related to interview techniques, including appearance and non-verbal cues that impact ratings. Additionally, it delves into job analysis, selection strategies, and the effects of flexible work arrangements in organizations. Test your knowledge on these vital topics in organizational behavior!