MHR 523 Chapter 17: Chapter 17 - Managing HR in a Globan Business.doc

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olivemarten720

2 May 2012

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Chapter 17 managing human resources in a global business. Expatriate: employees who are citizens of the country where the parent company is based, who are sent to work in another country. Expatriate assignment failure: early return of an expatriate from a global assignment, this can cost millions of dollars for a company, global mobility management is designed to properly plan and reduce these risks. Examples of reasons: personality (introvert, instability, etc, family issues (number one cause, main strategies to help the adjustment. Enhance language fluency i: having young children (pre-school age) iii. Strong closeness/mutual sharing amongst spouses (emotional and social support: other helpful steps. Shortening assignment length (and keeping family at home, frequent extended business trips, dual house arrangements, etc) Orienting and training employees for global assignments: cross-cultural training is vital to creating realistic expectations, four step approach to cross-cultural training: i. ii. Focuses on the impact of cultural differences, culture shock (awareness of such issues)

Related Questions

Chapter 15 global business.

1) What questions should Sarkar ask the people at headquarters in Dallas? Please help him prepare a list.

2) Will Neeli and the children be happy about this move? Why?

3) What differences does Sarkar's status as an expatriate or intpatriate make?

4) Should Sarkar accept or decline this oppurtunity? Why?

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Explain each of them, and discuss the role each of them plays in international business activities:

b) Explain one non-equity mode of entry into a market and give its advantages and disadvantages.

c) Export-Import Bank

d) Explain why a manager with a global assignment needs a mentor in the host country and a mentor in the home country.

f) Explain two payment terms used in international transaction and indicate how the seller is impacted by each.

Your international company located in New Jersey is sending and expatriate to China for a three-year assignment to staff up and run a new branch of its Industrial Products Division. The main Chinese customers are using the product in their Middle Eastern and North African petroleum operations. You are the chair of a selection committee, have extensive overseas experience, and presently serve as VP, Human Resources. There were 12 international people interested in the position, and your committee has narrowed this to the final three candidates who want this assignment. Here are the candidates:

Tom is a middle-level finance manager with stellar performance reviews. He has no foreign experiences and would like to develop his career in this direction. He is single, has an MBA, and has been out of school for 20 years. His background is in finance at the undergraduate level, which he studied at Ohio State, only 50 miles from his hometown. He is involved in the local Council of Foreign Relations and is an accomplished athlete.

Firdaus is a deputy VP of Human Resources at corporate. Her family emigrated from Yemen to Chicago when she was in grade school, and she speaks, reads and writes Arabic, both classical and the Yemen dialect. She is married, with 2 children. Her husband George is a professor of History and does not speak Arabic. She has a PhD in Engineering, joined the company on the operations side, and has made the mid-career transition to HR successfully. She finished her PhD at the University of London before she began with the company and is now early mid-career. She encountered an incident at the company

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MHR 523 Chapter 17: Chapter 17 - Managing HR in a Globan Business.doc

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