Scribd
Upload
28 views

Global Human Resource Management: Swathi V.N (09MBA113)

The document discusses global human resource management. It covers key topics like staffing policies, training and development, challenges, and reasons for expatriate failure. Specifically, it outlines three main types of staffing policies: ethnocentric, polycentric, and geocentric. It also discusses four attributes that predict success for expatriates: self-orientation, others-orientation, perceptual ability, and cultural toughness. Finally, it notes that culture shock and difficulties adjusting to new environments are leading causes of expatriate failure.

Uploaded by

swathivn
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
28 views

Global Human Resource Management: Swathi V.N (09MBA113)

The document discusses global human resource management. It covers key topics like staffing policies, training and development, challenges, and reasons for expatriate failure. Specifically, it outlines three main types of staffing policies: ethnocentric, polycentric, and geocentric. It also discusses four attributes that predict success for expatriates: self-orientation, others-orientation, perceptual ability, and cultural toughness. Finally, it notes that culture shock and difficulties adjusting to new environments are leading causes of expatriate failure.

Uploaded by

swathivn
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 12

GLOBAL HUMAN RESOURCE

MANAGEMENT

Swathi V.N
(09MBA113)
 Global Human Resource Management is a process concerned
broadly with recruiting of persons, training them and putting them
to the most productive usage. It is also concerned with maintaining
of congenial international industrial relations. It is the essential
prerequisite for the success of the international firm owning to its
complexities.

 Global human resource management (GHRM) - the planning,


selection, training, employment, and evaluation of employees for
global operations.

 GHR managers serve in an advisory or support role to line


managers by providing guidelines, searching, training, and
evaluating employees.
HUMAN RESOURCE
MANAGEMENT

 Four major tasks of HRM


› Staffing policy
› Management training and development
› Performance appraisal
› Compensation policy
STAFFING POLICY
TYPES OF STAFFING POLICY

1) ETHNOCENTRIC POLICY : Key management


positions filled by parent-country nationals

 Advantages:
› Overcomes lack of qualified managers in host nation
› Unified culture
› Helps transfer core competencies

 Disadvantages:
› Produces resentment in host country
› Can lead to cultural myopia
2) POLYCENTRIC POLICY
 Best suited to multi-domestic businesses

 Advantages:
› Alleviates cultural myopia
› Inexpensive to implement
› Helps transfer core competencies

 Disadvantages:
› Limits opportunity to gain experience of host country nationals
outside their own country
› Can create gap between home and host country operations
3)GEOCENTRIC POLICY
 Best suited to global and trans-national businesses

 Advantages:
› Enables the firm to make best use of its human resources
› Equips executives to work in a number of cultures
› Helps build strong unifying culture and informal management
network

 Disadvantages:
› National immigration policies may limit implementation
› Expensive to implement due to training and relocation
› Compensation structure can be a problem
Four Attributes that Predict Success
 Self-Orientation
Possessing high self-esteem, self-confidence and mental well-
being

 Others-Orientation
Ability to develop relationships with host country nationals
willingness to communicate

 Perceptual Ability-
The ability to understand why people of other countries behave
the way they do. Being nonjudgmental and flexible in
management style

 Cultural Toughness
Relationship between country of assignment and the
expatriate’s adjustment to it
Training and Management
Development
 Training: Obtaining skills for a particular foreign posting
› Cultural training: Seeks to foster an appreciation of the host
country’s culture
› Language training: Can improve expatriate’s effectiveness,
aids in relating more easily to foreign culture, and fosters a
better firm image
› Practical training: Ease into day-to-day life of the host country

 Development: Broader concept involving developing manager’s


skills over his or her career with the firm
› Several foreign postings over a number of years
› Attend management education programs at regular intervals
Challenges of Global Human Resource
Management
 Management grapples with a wide range of challenges in hiring and managing workers within
the distinctive cultural and legal frameworks that govern employee practices around the
world.
Eg : McDonald’s, Nestle

 CULTURE SHOCK : A leading cause of expatriate failure is culture shock -- the confusion
and anxiety, often akin to mental depression, that can result from living in a foreign culture for
an extended period.

 Expatriate: citizens of one country working in another

 Inpatriates: expatriates who are citizens of a foreign country working in the home country of
their multinational employ

 Managing the mix of expatriates versus locals. Organizations must be staffed in each national
location with personnel from the home country, the host country, or third countries. The mix
of staff depends upon several factors, including the international experience of the firm, cost-
of-living in the foreign location, and availability of qualified local staff.
Reasons for Expatriate Failure
•US multinationals Japanese Firms
• Inability of spouse to adjust • Inability to cope with larger
overseas responsibilities
• Manager’s inability to adjust
• Difficulties with the new
• Other family problems
environment
• Manager’s personal or
emotional immaturity • Personal or emotional
problems
• Inability to cope with larger
overseas responsibilities • Lack of technical competence

•European multinationals • Inability of spouse to adjust


•Inability of spouse to adjust
THANK YOU !

You might also like