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15 Cards in this Set
- Front
- Back
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globalization requires HRM to |
-Adopt global mindset -Align HRM process and functions with global requirements. -enhance capabilities and competencies to become a business partner in acting on global business opportunities. |
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what is behind expansion of global markets? |
-foreign countries can provide new markets with millionsof new customers. -BRIC..low cost labour and fast growing economy -advances in technology -encouraged by trade agreements. |
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what are the levels of global participation? |
-Domestic organization- many workers might be immigrants. -international organization- one or more facillities in one or more contries -Multinational company- in many different contry -global organization- uses cultural differences as an advantage to effectively and efficiently produce products and services...based on indepth HRM knowledge. |
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what factors effect HRM in international market |
education culture economic system political system. |
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what are the 5 dimensions of cultute |
-individualism/collectivism: act individually, US, canada or associate yourself to a group taiwan, pakistan, colombia. -power distance concern -uncertainity avoidance- high or low preference to structured situations. -masculin/ feminine -long term vs short term orientation. concentrating on the present obligations and past traditions or working long term.. for future. |
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criteria for selection of employees in international market. |
-competency in the area of expertise -Ability to communicate -Flexability and tolerance for ambiguity -sensitivity to cultural differences. -motivation to succeed. -enjoyment of challenges -willingness to learn -support from family members. |
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process of adjusting to a new area |
-honeymoon- -culture shock -recovery -adjustment. |
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training and developing a global workfore |
-T&D programs should be provided to workers to teach them how to handel the challenges in a new environment. - some training techniques and media will be more effective than others |
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what are some of the cross cultural preparation needed |
-preparation for departure-language instruction and orientation to the culture. -the assignment itself- mentoring relationship to provide ongoing further relationship -prepration for return home- providing information about employees community and home country -people coming from other countries- inpatriates- also need training. |
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compensation and rewarding an international workforce differs in many aspects. what are some of these aspects pay structure. |
should the worker be payed according to his home country or the country he is currently working in -market pay structure can differ in terms of pay level and relative worth of jobs. |
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incentive pay |
international labour laws differ in different countries. - higher incentive pay in high risk areas such as iraq, afghanistan, chad, somalia. |
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Employee benefits & services. |
laws of the other country have to be taken into account. - what are the employee expectations and values in the other country. |
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a successful expatriates must have |
high level of cross cultural competences- be sensitive the country's cultural norms. fexable enough to adapt to those norms |
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Compensating and rewarding expatriates. balance sheet approach |
adjusting the employee's compensation to provide the same standard of living plus extra pay for hardships in locating globally. |
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Compensating and rewarding expatriates. four components> |
-base salary- different countries use different currencies. -tax equalization allowance- worker nither gain or lose with regards to taxes. -Benefits and services-wether or not if the employees can use the same benefits in another country. -Allowance to make foreign more attractive- cost of living allowances make up the differences in expences |
