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    Daniels Ib13 20

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    abhishekkumar2139
    HRM is more difficult for the international company than its domestic counterpart due to Environmental differences Organizational challenges. This Chapter profiles the staffing frameworks used by MNEs to select, prepare, compensate, and retain expatriates.

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    © All Rights Reserved
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    Daniels Ib13 20

    Uploaded by

    abhishekkumar2139
    145 views18 pages
    HRM is more difficult for the international company than its domestic counterpart due to Environmental differences Organizational challenges. This Chapter profiles the staffing frameworks used by MNEs to select, prepare, compensate, and retain expatriates.

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    daniels_ib13_20.ppt

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    HRM is more difficult for the international company than its domestic counterpart due to Environmental differences Organizational challenges. This Chapter profiles the staffing frameworks used by MNEs to select, prepare, compensate, and retain expatriates.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    145 views18 pages

    Daniels Ib13 20

    Uploaded by

    abhishekkumar2139
    HRM is more difficult for the international company than its domestic counterpart due to Environmental differences Organizational challenges. This Chapter profiles the staffing frameworks used by MNEs to select, prepare, compensate, and retain expatriates.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 18
    At a glance
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    The chapter discusses human resource management practices for multinational enterprises (MNEs), including staffing frameworks, expatriate management, and labor relations.

    The main topics covered in the chapter include staffing frameworks, expatriate management practices like selection, preparation, compensation and retention, and MNE relations with organized labor.

    The three perspectives that anchor an MNE's staffing policy are ethnocentrism, polycentricism, and geocentricism.

    Copyright 2011 Pearson Education

    20-1
    International Business
    Environments and Operations,
    13/e
    Global Edition
    Part 6
    Managing International
    Operations
    Copyright 2011 Pearson Education

    20-2
    Chapter 20
    Human
    Resource
    Management
    Copyright 2011 Pearson Education

    20-3
    Chapter Objectives
    To discuss the importance of human resource
    management
    To profile the staffing frameworks used by MNEs
    To explain the types and competencies of expatriates
    To examine how MNEs select, prepare, compensate,
    and retain expatriates
    To profile MNEs relations with organized labor

    Copyright 2011 Pearson Education

    20-4
    Human Resource Management
    Human resource management refers to activities that
    staff the organization.
    HRM and the Global Company
    HRM is more difficult for the international company
    than its domestic counterpart due to
    Environmental differences
    Organizational challenges

    Copyright 2011 Pearson Education

    20-5
    Factors Influencing HRM in
    International Business

    Copyright 2011 Pearson Education

    20-6
    The Strategic Function of
    International HRM
    Strategizing HRM
    The Perspective of Expatriates
    HRM Frameworks in the MNE

    Copyright 2011 Pearson Education

    20-7
    The Perspective of Expatriates
    Trends in Expatriate Assignment
    The Young, The Old, and The Restless
    The Impact of Market Disruption
    Copyright 2011 Pearson Education

    20-8
    HRM Frameworks in the MNE
    Three perspectives anchor an MNEs
    staffing policy:
    Ethnocentrism
    Polycentricism
    Geocentricism



    Copyright 2011 Pearson Education

    20-9
    Managing Expatriates
    Selecting Expatriates
    Expatriate Failure
    Preparing Expatriates
    Compensating Expatriates
    Repatriating Expatriates
    Copyright 2011 Pearson Education

    20-10
    Selecting Expatriates
    Technical Competence
    Adaptiveness
    Self-Maintenance
    Satisfactory Relationships with Host
    Nationals
    Sensitivity to Host Environments
    Leadership Ability
    Copyright 2011 Pearson Education

    20-11
    Expatriate Failure
    Costs of Failure
    Preventing Failure
    Dealing with Adjustment and Stress
    Copyright 2011 Pearson Education

    20-12
    Preparing Expatriates
    Focusing on Adaptiveness and Related
    Characteristics
    General Country Understanding
    Cultural Sensitivity
    Practical Skills
    Approaches: Specialized Knowledge
    versus Cultural Sensitivity
    Copyright 2011 Pearson Education

    20-13
    Compensating Expatriates
    The Pay-Performance Link
    Types of Compensation Plans
    Home Based, Headquarter Based, and
    Host Based Methods
    Complications Posed by Nationality
    Differences
    Copyright 2011 Pearson Education

    20-14
    Key Aspects of Expatriate
    Compensation
    In designing compensation packages for
    expatriates, HRM considers the following
    topics
    Base Salary
    Foreign Service Premium
    Allowances
    Fringe Benefits
    Tax Differentials

    Copyright 2011 Pearson Education

    20-15
    Repatriating Expatriates
    Returning home from a foreign assignment,
    the act of repatriation, is fraught with
    difficulties.
    Readjustment to Home Country Organization
    Changes in Personal Finances
    Readjusting to Life
    Managing Repatriation

    Copyright 2011 Pearson Education

    20-16
    International Labor Relations
    How Labor Sees MNEs
    How Labor Responds to the MNE
    Labors Struggle: Barriers to International
    Unanimity
    Copyright 2011 Pearson Education

    20-17
    Future: Which Countries Will Have
    the Jobs of the Future?

    Worker populations will grow faster in developing
    countries
    Wealthier countries will continue to grow in the
    number of retirees
    Adjustments for developed economies:
    Nationalism
    Men versus Machines
    Brains: Drains, Recycle, or Halt
    Copyright 2011 Pearson Education

    20-18
    All rights reserved. No part of this publication may
    be reproduced, stored in a retrieval system, or
    transmitted, in any form or by any means,
    electronic, mechanical, photocopying, recording, or
    otherwise, without the prior written permission of the
    publisher. Printed in the United States of America.

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