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GLOBAL HUMAN RESOURCES

GLOBAL HUMAN RESOURCES. Global Staffing Pressures. Candidate selections Assignment terms Relocation Immigration Culture and language Compensation Tax administration Handling spouse and dependent matters. Sources of Human Resources. Host-Country Nationals

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GLOBAL HUMAN RESOURCES

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  1. GLOBAL HUMAN RESOURCES

  2. Global Staffing Pressures • Candidate selections • Assignment terms • Relocation • Immigration • Culture and language • Compensation • Tax administration • Handling spouse and dependent matters

  3. Sources of Human Resources • Host-Country Nationals • Local managers who are hired by the MNC • Used in middle- and lower-level management positions • Nativization • Requirement of host-country government that mandates employment of host-country nationals

  4. Sources of Human Resources • Third-Country Nationals (TCNs) • Citizens of countries other than the one in which the MNC is headquartered or the one in which the managers are assigned to work by the MNC

  5. Failure Rates of International Assignments International assignment failure can cost hundreds of thousands of euros

  6. Why InternationalAssignments Fail • Personality • Person’s intentions • Family pressures • Lack of cultural skills • Other non-work conditions like living and housing conditions, and health care

  7. Improving Failure Rates/Solutions • Provide realistic previews • Have a careful screening process • Improve orientation • Provide good benefits • Test employees fairly • Shorten assignment length

  8. SelectingInternational Managers • Test for traits that predict success in adapting to new environments • Job knowledge and motivation • Relational skills • Flexibility and adaptability • Extra-cultural openness • Family situation Predictive trait breakdown

  9. The New Workplace:Sending Women Abroad • In the US, only 6% filled overseas positions compared to 49% domestic • One survey found inaccurate stereotypes: • Not as internationally mobile • Might have a tougher time building teams

  10. Culture Shock! • Disorientation upon entering a new cultural environment • Normal use of own cultural filter fails • interpretation of perceptions • communication of intentions • All people experience culture shock... Past experience and training can shorten its length

  11. Symptoms • homesickness • boredom • withdrawal (reading is an obsession, focus on home nationals, avoid host nationals) • excessive sleep need, compulsive eating and drinking • irritability • exaggerated cleanliness

  12. Symptoms (cont.) • marital stress, family tension, conflict • stereotyping host nationals • hostility towards host nationals • loss of ability to work effectively • fits of weeping • psychosomatic illnesses

  13. Repatriation of Expatriates • Repatriation • Return to one’s home country from an overseas management assignment • Reasons for returning • Formally agreed-on tour of duty is over • Expats want their children educated in the home country • Unhappiness with foreign assignment • Failure to perform well • Readjustment problems • Permanent position upon return constitutes a demotion • Lack opportunity to use skills learned abroad upon return • Salary and benefits may decrease upon return

  14. Repatriation Problems 50% leave within 2 years • Finding former colleagues promoted • Reverse culture shock

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