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Module 2 Sapna
Refers to the activities an organization carries out to use its human resources effectively Four major tasks of HRM - Staffing policy - Management training and development - Performance appraisal - Compensation policy
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Often modified
Compensation
Labor relations
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Advantages
Relocations are expensive Disadvantages Create foreign image for the business
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2. Polycentric Staffing
Individuals from host country manage operations abroad
Advantages
+ Responsibility on those knowing local business + Avoid expensive relocations from home nation
3. Geocentric Staffing
Best-qualified individuals, regardless of nationality, manage operations abroad
Advantages
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Phase 1
Phase 2
Phase 3
Develop plan to recruit and select people for vacant and anticipated new positions
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Methods of Recruitment
Using Head-hunters Cross-national advertising E-recruitment International graduate programs
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Selection Technique
Screening the applicants background Testing the candidates ability to adapt to the new culture & environment Investigating the family conditions of the potential candidate according to foreign environment & culture Assessing the capacity of the manager to fit in the foreign culture Using various tests to check the personality of the candidate Finally selection when there is a match in JD & JS
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Japanese Firms - Inability to cope with larger overseas responsibilities - Difficulties with the new environment - Personal or emotional problems - Lack of technical competence - Inability of spouse to adjust
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Culture Shock
Psychological process affecting people living abroad that is characterized by homesickness, irritability, confusion, aggravation and depression
Stage I: Thrilling experience Stage II: Downward slide Stage III: Recovery begins Stage IV: Embrace local culture
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Introduction
T is the process of altering employee behavior, attitudes & knowledge in a way that increases the probability of individual & organizational goal attainment It helps in following waysIt minimizes personal problems like politeness, tolerance, sensibility etc T is important as clients, suppliers, customers will be from all over the world It makes expatriates familiar with customs, cultures & work habits etc It can also improve the overall management style It enhances team work, leadership effectiveness etc
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ComponentsPredeparture Training
Cultural awareness programme Preliminary visits Language trainingRole of English as language of world Host- country language skills & adjustment Knowledge of Corporate language Practical assistance- relocation specialist Job related factors
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Background Notes
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Repatriation of Expatriates
A critical issue in the training and development of expatriate managers is preparing them for reentry into their home country Repatriation should be seen as the final link in an integrated, circular process that selects, trains, sends, and brings home expatriate managers Research shows that there is a problem with the repatriation process
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Once-natural thoughts and feelings now strange Can be more unsettling than culture shock Many companies reabsorb expatriates poorly
Home-culture reorientation programs Career-counseling sessions Career-development program before posting abroad
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Repatriation of Expatriates
Didnt know what position they hold upon return. Firm vague about return, role and career progression. Took lower level job. Leave firm within one year. Leave firm within three years
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40 percent
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Shortcomings- T & D
International assignments are temporary in nature Competency requirement of project & individual not known to HR accurately Debate between technical skills or relational skills leads to confusion
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