IB 3101 Lecture Notes - Lecture 14: Management Development, Ethnocentrism, Procter & Gamble

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Published on 17 May 2017
Course
Week 14 Chapter 17 Global Human Resource Management
Expatriates
Foreign person working in a different country
Human Resource Management
Activities include:
Determining human resource strategy
Staffing
Performance evaluation
Management development
Compensation
Labor relations
Strategic Role of HRM
Use of expatriate managers:
Foreign assignments
Compensation
Training (social / cultural + job)
Re-orientation
Staffing Policy
Concerned with the selection of employees for a particular job
Selecting people who have the right skills for a particular job
Also involves developing and promoting the corporate culture of the firm-
the organization’s norms and value systems
1. Ethnocentric approach
Fill all managerial positions in all foreign subsidiaries by home country
nationals (transfer home employees)
Ex. Boeing
Advantages:
o Lack of qualified individuals
o Unified corporate culture
o Transfer core competencies
o Makes sense with an international strategy
Disadvantages:
o Limits advancement opportunities for host country nationals
o Cultural myopia
Unaware of cultural differences
o Can limit knowledge developed within the firm
2. Polycentric policy
Hire local people as managers
Advantages:
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