COMM 211 Lecture Notes - Lecture 14: Corporate Social Responsibility, Geocentric Model, Ethnocentrism
Document Summary
Evolution of a firm"s operations and the impact on hrm. External and internal contextual factors which influence global hrm. Differences between a firm"s domestic and global hrm policies and practices. Staffing challenges facing multinational organizations and the staffing options available. The changing role of corporate hr in a global organization and emerging hr competencies. Staffing preferences: ethnocentrism, polycentrism, geocentrism, regiocentrism. Human resource planning & staffing in a global context: Domestic: hrm is involved with employees within one national boundary. International: ihrm manages employees from many different countries and cultures. Staffing mix: host country national local presence, parent country nationals integrating global standards, third country nationals. Current staffing trends the assignment: international commuter, frequent flier, flexpatriate, expatriate, inpatriate. Consider the length and complexity of expatriate assignment. Develop global leadership and multicultural team building skills. Develop awareness of country specific cultural dimensions. Home-country evaluation: performance appraisals carried out by an expatriate"s home office.
