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HUMAN RESOURCE MANAGEMENT 1. Definition Human resouces are people who make up the workforce of an organization. Human resouces management (HRM) is concerned with the management of employees within organization. It is a function designed to maximize employee performance in service of an employer’s strategic objectives. 2. Roles Budget control Ensure competitive and realistic wagesetting based on studying the labor market, employment trends and salary analysis Conflict resolution Identify and resolve conflict; Restore positive working relationships Cost savings Minimize cost of hiring workers, regarding advertising job positions, training and enrolling new employees Employee satisfaction Determine what underlies employees disatisfaction and address issues to motivate employees 3. The formulation of policies and procedure 4. Right manager THE IMPORTANCE OF CREATING A COMPANY “GLOBAL MINDSET
HUMAN RESOURCE MANAGEMENT Ha hoc thuy thao Pham bang duong Tran thi ly INTRODUCTION Definition Human resouces are people who make up the workforce of an organization Human resouces management (HRM) is concerned with the management of employees within organization It is a function designed to maximize employee performance in service of an employer’s strategic objectives INTRODUCTION Roles Ensure competitive and realistic wage-setting based on studying the labor market, employment trends and salary analysis Budget control Conflict Identify and resolve conflict; resolution Restore positive working relationships Cost savings Employee satisfaction Minimize cost of hiring workers, regarding advertising job positions, training and enrolling new employees Determine what underlies employees disatisfaction and address issues to motivate employees INTRODUCTION The formulation of policies and procedure Estimation of workforce needs Recuitment and selection Training and development Employment termination Motivation Compensation Discipline INTRODUCTION Right manager Knowledge of the business practices in the home country An understanding of business practices and customs in the host country Language LO1 THE IMPORTANCE OF CREATING A COMPANY “GLOBAL MIND-SET” Definition The mindset is the mental attitude that determines how you will interpret and respond to situations Webster dictionary Global mind-set Page 262 Definition Thinking Globally Why is creating a company “global mind-set” important? Investors - growth overseas market ⇒Opportunities - the companies - expanding market business environment – globalization companies - more competitive Example Regiocentric Advantage Disadvantage High collaboration among subsidiaries Little communication with headquarters High communication with regional headquarters High complexity of the organization among countries Geocentric Advantage Disadvantage To be consistent across all subsidiaries, borrowing High pressures for cost all subsidiaries, reduction and local borrowing best practices from wherever they may be found best practices responsiveness across the worldwide Horizontal communication flow COMPARE PARENT - COUNTRY, HOST - COUNTRY, LO3 THIRD - COUNTRY NATIONALS INTERNATIONALS COMPANY EXECUTIVES AND Definition the classification of international human resouces management employees in the organization around the world Example: Mr.Diep – HR specialist Seatle & Wasshington, US Drake, US citizen Subsidiary in Germany Parent country national PCN is a citizen of a company’s home country (US), working abroad at one of company’s foreign subsidiaries (Germany) Soobin, Linda, Korea citizen Germany citizen Subsidiary in Germany Host country national Subsidiary in Germany Third country national HCN is a citizen of a country where the company’s foreign TCN is a citizen of one country (Korea), working in another country subsidiay is located (Germany) (Germany) for a company headquatered in a third country (US) Definition Features Be assigned to international division at the firm’s headquater PARENT COUNTRY NATIONALS (PCNs) Study language and culture of country where they are going Companies try to assess whether the executive’s family can adapt to foreign ambience Definition Features Multinationals: hire HC students on their graduation from PC business school IN HOME COUNTRY Employees: receive indoctrination in the firm's policies, procedures and job training in a specific function HOST COUNTRY NATIONALS Multinationals: set up in-house training programs in HC subsidiary, or utilize business (HCNs) courses on HC universities IN HOST COUNTRY The IC: send new employees to PC business school or training programs offered by PC Employees: sent repeatedly to the PC headquaters, divisions, and other subsidiaries Definition Features May accept lower wages and benefts Come from a culture similar to host country Work for another unit of the IC and familiar with policy, people THIRD COUNTRY NATIONALS (TCNs) Common approach in developing countries May not be welcomed by host country Come from an international agency Greater use as companies take geocentric view LO4 EXPLAIN WHAT AN EXPATRIATE IS, AND IDENTITY SOME OF THE CHALLENGES AND OPPORTUNITIES OF AN EXPAT POSISION Definition An expatriate is an employee who are relocated to the host country from the home country or a third common country, with the assignment lasting for an extended period of time (2-4 years is a common length of time) Reasons for using expatriates Bring technical or managerial skills that are Help transfer or install companywide systems Provide a trusted connection for facilitating scarce in the host country or cultures oversight or control over foreign operations Challenges 01 Face a whole new set of cultural norms, attitudes and behaviours 03 Need to adapt to and understand the new customs and traditions they encounter 02 04 Must have an in-depth understanding of the destination country Dealing with government bureaucracies: a whole different set of tape than in our home countries The expatriate ‘s family Many expatriates and their family members • also experience culture shock Unhappy spouses are the biggest reason for A B C significant affect the quality of the international experience • executives can run into the hundreds of thousands of dollars The accompanying sources are often unable to work in the host country and may experience more challenges with regard to their personal identity expatriates to ask to go home early Relocation expenses for high-level out of 10 expatriates’ failures are family related Culture shock can • ICs should consider predeparture support including language and cultural training, career counseling for their spouse, any technical or skill development, communicating strategies Opportunities 01 02 experiences that will allow 03 04 Enhance personal experiences and potential Familiarise kids to a new opportunities for travel they language and culture and will have abroad open their mind Develop skills and Increase salary or a subsequent promotion compensation in many into leadership positions of cases greater scope and responsibility within the IC Thank you! ... INTERNATIONAL HUMAN RESOURCE MANAGEMENT APPROACHES 1 Definition Human resources slide Polycentric Regiocentric Ethnocentric Geocentric STRATEGY HUMAN RESOURCES: Lorem ipsum dolor sit amet International human. .. dolor sit amet International human resource management approaches 1 Definition Relationship between competitive strategies and international human resource management approaches ETHNOCENTRIC...INTRODUCTION Definition Human resouces are people who make up the workforce of an organization Human resouces management (HRM) is concerned with the management of employees within organization