HRM200 Lecture Notes - Burqa, Business Travel, Ethnocentrism

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Published on 22 Apr 2013
School
University of Waterloo
Department
Human Resources Management
Course
HRM200
CHAPTER SEVENTEEN
Globalization of Business and Strategic HR
globalization means that companies must be managed globally
HR is one of the top three most important business functions in executing
global strategy (#1 sales, #2 customer service/support, #3 is HR look at
graph in textbook)
relocation specialists a strategic partner, as family issues have resulted in
move to short-term relocations
Three Broad Global HR Challenges
Deployment of skills where needed
Knowledge and innovation dissemination spreading knowledge
throughout organization regardless of origin
Identifying and developing talent on a global basis
Practical Issues for Global Employees
candidate identification, assessment, selection
global assignment cost projections
specific assignment letters which is basically a contract
compensation, benefits, and tax programs
relocation assistance
family support
Inter-country Differences Affect HRM
Cultural factors
Economic systems
Labour cost factors
Industrial relations factors
The European Union
Selection for Global Assignments
expatriate selection process must consider:
o family/personal issues
o level of cultural skills
global assignments vary:
o full family relocation
o short-term assignments with home leave
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o dual households home and abroad
o extended business travel
International Staffing: Sources of Managers
locals: citizen of country where working
expatriates: non-citizen of country where working
home-country nationals: citizens of home/parent country i.e. hire Canadian
to go work in branch in U.S
third-country nationals: non-citizen of parent or host country
International Staffing Policy
ethnocentric: home country management style superior to host country we
know best
polycentric: host country management style most appropriate for host
country they know best
geocentric: best managers may be found anywhere just get the best
Five Important Factors for International Assignee Success
job knowledge and motivation (managerial and organizational ability
and creativity)
relational skills (respect, courtesy, and tact)
flexibility/adaptability (emotional stability)
extra-cultural openness (outside interests i.e. interest in foreign countries)
family situation (children, partner and marriage stability)
Adaptability Screening
past experience
realistic job previews
paper and pencil tests, e.g. Overseas Assignment Inventory
Maintaining Global Employees: Orientation and Training
raise awareness of cultural differences and their impact (i.e. wearing a
burqa)
understand our attitudes and their effects on our behaviour
factual knowledge about target country
language skills, adjustment and adaptation
Maintaining International Employees: International Compensation
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Document Summary

Globalization means that companies must be managed globally. Hr is one of the top three most important business functions in executing global strategy (#1 sales, #2 customer service/support, #3 is hr look at graph in textbook) Relocation specialists a strategic partner, as family issues have resulted in move to short-term relocations. Knowledge and innovation dissemination spreading knowledge throughout organization regardless of origin. Identifying and developing talent on a global basis. Specific assignment letters which is basically a contract. Expatriate selection process must consider: family/personal issues, level of cultural skills. Global assignments vary: full family relocation, short-term assignments with home leave, dual households home and abroad, extended business travel. Home-country nationals: citizens of home/parent country i. e. hire canadian to go work in branch in u. s. Third-country nationals: non-citizen of parent or host country. Ethnocentric: home country management style superior to host country we know best. Polycentric: host country management style most appropriate for host country they know best.

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