21407 Lecture Notes - Lecture 12: Balance Sheet, Policy Of Deliberate Ambiguity
Document Summary
Prep for departure assignment itself return home. Training/development: should be effective for employees regardless of origin. * decisions about benefits must take into account the laws of each country involved, as well as employee expectations and values in those countries. Managing: pre-assignment site visit, job orientation, language training. Compensating: balance sheet approach the home country plus extra pay for inconvenience of locating overseas. Involves effort by the global org. to ensure that its expatriates. Adjust manager(cid:495)s pay so that it gives the same std of living as in are (cid:494)made whole(cid:495) Tax equalisation allowance (org. gives top up difference. Repatriation process of preparing them to return home. After setting total pay, org. divides this into four components. 1: communication: receives info and recognises changes at home while abroad, validation: gets recognition for overseas service when they return home. * primary activities of global hr manager involves: Influencing the operating context of global org.
