Human Resource Management Textbook PDF

Human Resource Management Sixteenth Edition Chapter 17 Managing Global Human Resources Copyright © 2020, 2017, 2015 Pe...

Human Resource Management Sixteenth Edition Chapter 17 Managing Global Human Resources Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objectives (1 of 2) 17.1 List the HR challenges of international business. 17.2 Illustrate with examples how intercountry differences affect HRM. 17.3 List and briefly describe the main methods for staffing global organizations. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objectives (2 of 2) 17.4 Discuss some important issues to keep in mind in training, appraising, and compensating international employees. 17.5 Discuss similarities and differences in employee engagement around the globe 17.6 Explain with examples how to implement a global human resource management program. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 17.1: List the HR Challenges of International Business Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved The Manager’s Global Challenge The challenge in managing globally is that what works in one country may not work in another. The global employer faces differences – Political – Social – Legal – Cultural Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved What is International Human Resource Management? International Human Resource Management (IHRM) – the human resource management concepts and techniques employers use to manage the human resource challenges of their international operations. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 17.2: Illustrate With Examples How Intercountry Differences Affect HRM Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Adapting HR Activities to InterCountry Differences Figure 17-1 Critical Intercountry Differences That Influence International HR Practices Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Cultural Factors and Legal Factors Countries differ widely in their cultures The Hofstede Study – Power distance – Individualism – Masculinity – Uncertainty avoidance – Long-term orientation Legal Factors Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Economic Systems Differences in economic systems tend to translate into differences in human resource management policies. – Market – Planned – Mixed Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved HR Abroad Example: The European Union Minimum EU Wage Working Hours Termination of Employment Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved HR Abroad Example: China China’s workforce, while still huge, is growing less quickly Recruiting Selection Compensation Labor Unions Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 17.3: List and Briefly Describe the Main Methods for Staffing Global Organizations Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Staffing the Global Organization International staffing: home or local? – Expatriates (Expats) – Parent (Home-Country) Nationals – Locals (host-country nationals) – Third-Country Nationals Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Internationalization Stage, Values, and Staffing Policy Ethnocentrically oriented company Polycentric company Global company Expats v s locals er us Other solutions Offshoring Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Improving Performance: HR as a Profit Center Reducing Expatriate Costs Let’s talk about it… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Trends Shaping HR: Digital and Social Media Using Global Virtual Teams Let’s take a look… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Selecting International Managers (1 of 2) Realistic Previews Adaptability Screening Testing Legal Issues Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Selecting International Managers (2 of 2) Avoiding early expatriate returns – Personality – Family pressures ▪ Realistic previews ▪ Careful screening ▪ Improved orientation Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Diversity Counts Sending Women Managers Abroad Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Improving Performance: HR Tools for Line Managers and Small Businesses Some Practical Solutions to the Expatriate Challenge Let’s talk about it… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 17.4: Discuss Some Important Issues to Keep in Mind in Training, Appraising, and Compensating International Employees Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Training and Maintaining Employees on International Assignment (1 of 3) Orienting and training employees on international assignment – Pre-departure training – On-going training – Ethics and Codes of Conduct Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Training and Maintaining Employees on International Assignment (2 of 3) Performance appraisal of international managers – Cultural differences – Who does the appraisal – Adapt criteria to the local job – Weigh the evaluation more toward the on-site manager’s appraisal – Use a former expatriate from the same overseas location for advice Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Training and Maintaining Employees on International Assignment (3 of 3) Compensating managers abroad – The balance sheet approach – Incentives ▪ Foreign service premium ▪ Hardship allowance ▪ Mobility premiums Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Steps in Establishing A Global Pay System Step 1. Set Strategy Step 2. Identify crucial executive behaviors Step 3. Global philosophy framework Step 4. Identify gaps Step 5. Systematize pay systems Step 6. Adapt pay policies Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Training and Maintaining Employees Abroad Union relations abroad – More vigorous collective bargaining negotiations Safety abroad – Local worker safety – Protecting their own international assignees and international travelers Taking Protective Measures Kidnapping and Ransom (K&R) insurance Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Repatriation: Problems and Solutions Wasted investments – given the investment the employer makes in training and sending these high-potential people abroad, it makes sense to try to retain them Losing knowledge and experience Steps in repatriation Simplest thing: value the expatriate’s experience Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Improving Performance: HR Practices Around The Globe Business Travel Let’s talk about it… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 17.5: Discuss Similarities and Differences in Employee Engagement Around the Globe Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Employee Engagement Guide for Managers Engagement Around the Globe Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 17.6: Explain With Examples How to Implement a Global Human Resource Management Program Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Managing HR Locally: How to Put into Practice a Global HR System Figure 17-2 Best Practices for Creating Global HR Systems Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Developing a More Effective Global HR System Form global HR systems HR Networks – Form global HR networks – Remember that it’s more important to standardize ends and competencies than specific methods Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Making the Global HR System More Acceptable The Three (3) Best Practices – Remember that truly global organizations find it easier to install global systems – Investigate pressures to differentiate and determine their legitimacy – Try to work within the context of a strong corporate culture. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Implementing the Global HR System You can’t communicate enough – Constant contact Dedicate adequate resources Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Chapter 17 Review What you should now know…. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Copyright This work is protected by United States copyright laws and is provided solely for the use of instructors in teaching their courses and assessing student learning. Dissemination or sale of any part of this work (including on the World Wide Web) will destroy the integrity of the work and is not permitted. The work and materials from it should never be made available to students except by instructors using the accompanying text in their classes. All recipients of this work are expected to abide by these restrictions and to honor the intended pedagogical purposes and the needs of other instructors who rely on these materials. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved