© 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc. All rights reserved. All rights reserved. PowerPoint Presentation by Charlie Cook PowerPoint Presentation by Charlie Cook The University of West Alabama The University of West Alabama 1 Human Resource Human Resource Management Management ELEVENTH EDITION ELEVENTH EDITION G A R Y D E S S L E R G A R Y D E S S L E R Managing Global Human Resources Managing Global Human Resources Chapter Chapter 17 17 Part 5 | Employee Relations Part 5 | Employee Relations © 2008 Prentice Hall, Inc. All rights reserved. 17–2 After studying this chapter, you should be able to: 1. 1. List the HR challenges of international business. List the HR challenges of international business. 2. 2. Illustrate how intercountry differences affect HRM. Illustrate how intercountry differences affect HRM. 3. 3. Discuss the global differences and similarities in HR Discuss the global differences and similarities in HR practices. practices. 4. 4. Explain five ways to improve international Explain five ways to improve international assignments through selection. assignments through selection. 5. 5. Discuss how to train and maintain international Discuss how to train and maintain international employees. employees. © 2008 Prentice Hall, Inc. All rights reserved. 17–3 HR and the Internationalization of Business HR and the Internationalization of Business • The Global Challenges The Global Challenges  Coordinating market, product, and production plans Coordinating market, product, and production plans on a worldwide basis. on a worldwide basis.  Creating organization structures capable of Creating organization structures capable of balancing centralized home-office control with balancing centralized home-office control with adequate local autonomy. adequate local autonomy.  Extending HR policies and systems to service Extending HR policies and systems to service staffing needs abroad. staffing needs abroad. © 2008 Prentice Hall, Inc. All rights reserved. 17–4 Intercountry Differences Affecting HRM Intercountry Differences Affecting HRM International Human Resource Management Cultural Factors Legal and Industrial Relations Factors Economic Systems © 2008 Prentice Hall, Inc. All rights reserved. 17–5 Global Differences and Similarities Global Differences and Similarities in HR Practices in HR Practices International Human Resource Management Training and Development Practices Use of Pay Incentives Purpose of Performance Appraisal Personnel Selection Procedure © 2008 Prentice Hall, Inc. All rights reserved. 17–6 How to Implement a Global HR System How to Implement a Global HR System • Best practices for making a global HR system Best practices for making a global HR system more acceptable to local managers: more acceptable to local managers: 1. 1. Remembering that global systems are more Remembering that global systems are more accepted in truly global organizations. accepted in truly global organizations. 2. 2. Investigating pressures to differentiate and Investigating pressures to differentiate and determine their legitimacy. determine their legitimacy. 3. 3. Working within the context of a strong corporate Working within the context of a strong corporate culture is best. culture is best. © 2008 Prentice Hall, Inc. All rights reserved. 17–7 A Global HR System (cont’d) A Global HR System (cont’d) • Best practices for developing a more effective Best practices for developing a more effective global HR system: global HR system:  Form global HR networks that make local HR Form global HR networks that make local HR managers a part of global teams. managers a part of global teams.  Remember that it’s more important to standardize Remember that it’s more important to standardize ends and competencies than specific methods. ends and competencies than specific methods. • Best practices for implementing the global HR Best practices for implementing the global HR system: system:  Remember, “You can’t communicate enough.” Remember, “You can’t communicate enough.”  Dedicate adequate resources for the global HR Dedicate adequate resources for the global HR effort. effort. © 2008 Prentice Hall, Inc. All rights reserved. 17–8 Staffing the Global Organization (cont’d) Staffing the Global Organization (cont’d) Ethnocentric Polycentric Geocentric International Staffing Policy Top Management Values © 2008 Prentice Hall, Inc. All rights reserved. 17–9 Staffing the Global Organization (cont’d) Staffing the Global Organization (cont’d) Inability of Spouse to Adjust Inability to Cope with Overseas Responsibilities Lack of Cultural Skills Why Expatriate Assignments Fail Personality Personal Intentions Family Pressures © 2008 Prentice Hall, Inc. All rights reserved. 17–10 Staffing the Global Organization (cont’d) Staffing the Global Organization (cont’d) Realistic Previews Careful Screening Cultural and Language Training Improved Benefits Packages Improved Orientation Helping Expatriate Assignments Succeed [...]... 2008 Prentice Hall, Inc All rights reserved 17 12 International Labor Relations Characteristics of European Labor Relations Industry-Wide Centralization Employer Organization © 2008 Prentice Hall, Inc All rights reserved Multiple Union Recognition Content and Scope of Bargaining 17 13 KEY TERMS codetermination expatriates (expats) home-country nationals third-country nationals offshoring ethnocentric... Previews  The problems to expect in the new job, as well as the cultural benefits, problems, and idiosyncrasies of the country © 2008 Prentice Hall, Inc All rights reserved 17 11 Compensating Expatriates • The “Balance Sheet Approach”  Home-country groups of expenses—income taxes, housing, goods and services, and discretionary expenses—are the focus of attention  The employer estimates what each of these... third-country nationals offshoring ethnocentric polycentric geocentric adaptability screening foreign service premiums hardship allowances mobility premiums © 2008 Prentice Hall, Inc All rights reserved 17 14 . Alabama 1 Human Resource Human Resource Management Management ELEVENTH EDITION ELEVENTH EDITION G A R Y D E S S L E R G A R Y D E S S L E R Managing Global Human Resources Managing Global Human Resources Chapter. Global Human Resources Chapter Chapter 17 17 Part 5 | Employee Relations Part 5 | Employee Relations © 2008 Prentice Hall, Inc. All rights reserved. 17 2 After studying this chapter, you should. reserved. 17 14 K E Y T E R M S codetermination codetermination expatriates (expats) expatriates (expats) home-country nationals home-country nationals third-country nationals third-country nationals offshoring offshoring ethnocentric ethnocentric polycentric polycentric geocentric geocentric adaptability