HRM200 Lecture Notes - Lecture 17: Employee Assistance Program, Culture Shock, Balance Sheet
21 Mar 2016
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Document Summary
Chapter 17: managing human resources in a global business. Managing recruitment, relocaion and retenion of employees outside the core region. Expatriate ciizens of the parent company country, who are sent to work in another country. Selecing, training and managing employees abroad is complicated by diferent: cultural factors economic systems legal systems labour cost factors industrial relaions factors. Reducing the early return of an expatriate: select expatriates carefully help spouses get jobs abroad provide ongoing support to family formal global buddy program. Many prefer not to work in a foreign country high cost of using expatriates. May be viewed as beter ciizen expatriates may emphasize short term iniiaives. Reasons to use expatriates: technical competence step in leadership development corporate control. Oriening and training employees for global assignments cross-cultural training. 1. raise awareness of diferences: understand how aitudes inluence behaviour. Consideraions integraion (maximize efeciveness) difereniaion: moivate expatriate employees, meet needs of speciic categories or locaions.
