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39 Cards in this Set
- Front
- Back
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Deals with the entire relationship of the employee with the organization
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Human resource management (HRM)
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Process of identifying and attracting qualified people to apply for vacant positions
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Recruitment
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Process of filling vacant positions in the organization
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Selection
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Giving employees the knowledge, skills, and abilities to perform successfully
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Training and development
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System to measure and assess employees’ work performance
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Performance appraisal
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Organization’s entire reward package, including financial rewards, benefits, and job security
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Compensation
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Ongoing relationship between an employer and those employees represented by labor organizations
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Labor relations
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All HRM functions, adapted to the international setting
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International Human Resource Management (IHRM)
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What are two added complexities compared to domestic HRM pertaining to IHRM?
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-Must choose a mixture of international employees
-Must decide the extent of adaptation to local conditions |
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Employee from a different country
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Expatriate
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Expatriate employees from the parent firm’s home country
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Third country nationals
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Local workers who come from the host country where the unit is located
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Host country nationals
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Employees from foreign countries who work in the country where the parent company is located
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Inpatriate
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Employees who are sent on frequent but short-term international assignments
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Flexpatriates
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Is the expatriate worth it? Decisions must take into account costs of such assignments as:
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-High cost
-High failure rate |
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What are the reasons for U.S. Expatriate Failure for Individuals?
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- Personality of the manager
- Lack of technical proficiency - No motivation for assignment |
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What are the reasons for U.S. Expatriate Failure for Families?
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- Spouse or family members fail to adapt
- Family members or spouse do not want to be there |
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What are the reasons for U.S. Expatriate Failure for Cultural?
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- Manager fails to adapt
- Manager fails to develop relationship with key people |
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What are the reasons for U.S. Expatriates Failure Organizational-wise?
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-Excessively difficult responsibilities
-Failure to provide cultural training -Company fails to pick the right person -Company fails to provide the technical support -Excess of difficult responsibilities of international assignment -Failure of company to consider gender equity |
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What are the Strategic Role of Expatriate Assignments?
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-Helps managers acquire international skills
-Helps coordinate and control operations dispersed activities -Communication of local needs/strategic information to headquarters -In-depth knowledge of local markets -Provide important network knowledge |
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Separate group of expatriate managers who specialize in a career of international assignments
-Have permanent international assignments -Move from international assignments to international assignments -Recruited from any country -Sent to worldwide locations to develop cross-cultural skills |
International cadre (or Globals)
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The frequent flyers who travel on short notice for shorter time durations while maintaining their family and personal lives at the home-country location
Key functions -Sent to explore markets -Consider problem areas in the foreign subsidiary -Manage projects -Help with transfer of technology |
Flexpatriates
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What are the Advantages of being Flexpatriates?
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-Do not experience many of the family and personal difficulties and stress associated with expatriate assignments
-Much less expensive than expatriate – no relocation or repatriation costs |
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what are the Disadvantages of being Flexpatriates?
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-Taxation issues can become complicated if the assignment exceeds six months – he company may end up paying the tax
-Does not fully integrate into the local work environment and does not learn low to adapt locally -May be resented for neglecting the host-country culture |
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What are the Key Success Factors for Expatriate Assignments?
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-Technical and managerial skills
-Personality traits -Relational abilities -Family situation -International motivation -Stress tolerance -Language ability -Emotional intelligence |
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Increases the relational abilities of future expatriates and their spouses and families
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Cross-cultural training
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Extent of effort by both trainees and trainers required to prepare the trainees for expatriate positions
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Training rigor
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What are the differences between Low and High Rigor Training?
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Low rigor training
- Short time period - Lectures and videos on local cultures - Briefings on company operations High rigor training - Last over a month - Experiential learning - Extensive language training - Includes interactions with host country nationals |
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What are the Challenges of conducting reliable performance appraisal for the expatriate?
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-Fit of international operation in multinational strategy
-Unreliable data -Complex and volatile environments -Time difference and distance separation |
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-Provides a compensation package that equates purchasing power
-Allowances for cost of living, housing, food, recreation, personal care, clothing, education, home furnishing, transportation, and medical care |
The Balance-Sheet Approach
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What are the Additional Allowances and Perquisites?
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-Foreign service premiums
-Hardship allowance -Relocation allowances -Home-leave allowances |
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Paying home country wages regardless of location
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Headquarters-based compensation
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Adjusting wages to local lifestyles and costs of living
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Host-based compensation system
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Worldwide job evaluations, performance appraisal methods, and salary scales are used
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Global pay systems
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What are the Three basic cultural problems of "Reverse Cultural Shocks" of the Repatriation problem?
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-Adapt to new work environment and culture of home
-Expatriates must relearn own national and organization culture -Need to adapt to basic living environment |
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What are the strategies for successful repatriation?
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-Provide a strategic purpose for the repatriation
Establish a team to aid the expatriate -Provide parent country information sources -Provide training and preparation for the return -Provide a home-leave policy to encourage expatriates to make regular visits to the home office -Provide support for the expatriate and family on return |
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What are the two myths for women regarding international assignments?
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Myth 1: Women do not wish to take international assignments.
Myth 2: Women will fail in international assignments because of the foreign culture’s prejudices against local women. |
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What can companies do to ensure female expatriate success?
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-Provide mentors
-Provide opportunities for interpersonal networks as a form of organizational support -Remove sources of barriers -Provide support to cope with dual-career issues |
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Company’s basic tactics and philosophy for coordinating IHRM activities for managerial and technical workers
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IHRM orientation
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