Human-Resource.pptx
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1、International Human Resource Management and Labor RelationsLearning ObjectivesArticulate the strategic role of human resource management in the international business.Discuss the pros and cons of different approaches to staffing policy in the international business.Explain why managers may fail to t
2、hrive in foreign postings.Articulate how management development and training programs can increase the value of human capital in the international business firm.Explain how and why performance appraisal systems&compensation systems might vary across nations.Training for the WorldWhen an internationa
3、l business opens a new facility in a foreign country,one of its most important tasks is staffing that new facility with managers and operating employees.当一个国际企业在外国开设一个新项目时,最重要的任务之一是给新项目配备经理和员工。To do this,the firm must decide how many employees it needs for the new facility,what skills they must have
4、,where they will be hired,how much they will be paid,and many other issues.The Nature of International Human Resource ManagementHuman resource management(HRM)is the set of activities directed at attracting,developing,and maintaining the effective workforce necessary to achieve a firms objectives.一系列
5、针对吸引、发展和保持工作效率达到企业目标所必需的活动。The Nature of International Human Resource ManagementDetermining the firms human resource strategy 制定公司人力资源战略Staffing 人员配备Performance evaluation 业绩评估Management development 管理发展Compensation 报酬Labor relations 劳工关系The Nature of International Human Resource ManagementDifferenc
6、es in cultures,levels of economic development,and legal systems among the countries in which a firm operates may force it to customize its hiring,firing,training,and compensation programs on the country-by-country basis.Eg.Compensation practices may vary from country to country,depending on prevaili
7、ng management customsLabor laws may prohibit union organization in one country and mandate it in another.ExampleProhibitions against gender discrimination in U.S.equal employment opportunity laws conflict with Saudi Arabian custom and law regarding the role of women.Such conflicts cause problems for
8、 U.S.MNCs that want to ensure their female executives receive overseas assignments equivalent to those given to their male colleagues.HRM function must deal with a host of issues:How to staff key management posts in the companyHow to develop managers so they are familiar with the nuances of doing bu
9、siness in different countriesHow to compensate people in different nationsHow to evaluate the performance of managers based in different countriesDeal with a host of issues related to expatriate managers.Expatriate managersExpatriate managers is a citizen of one country who is working abroad in one
10、of the firms subsidiaries.指在本国以外的子公司工作的经理人员It must decide when to use expatriates,determine whom to send on expatriate postings,be clear about why they are doing it,compensate appropriately,and make sure that they are adequately debriefed and reoriented once they return home.何时需要外派经理及人选,清楚告知选择的原因,向外
11、派经理支付合理的薪酬,确保给外派经理的咨询和其归国后的具体安排以充分的答复Strategic Significance of HRMThe basic elements of the international HRM process are shown in Figure 15.1,which provides the framework around which this chapter is organized.International Management Staffing NeedsInternational HR managers can be divided into two
12、broad categories.Recruiting,training,and retaining managerial and executive employees.Recruiting,training,and retaining nonmanagerial employees,such as bule-collar production workers and white-collar office staff.Scope of InternationalizationWe begin by focusing on recruiting,training,and retaining
13、managers.The size of this task depends on the scope of the firms international involvement.Export department:A firms initial foray into international business usually involves small-scale exporting using output from existing domestic production facilities.出口部门:一个企业进入国际市场的最初运作,通常是小规模出口国内现有生产设备生产的产品。S
14、cope of InternationalizationInternational division:As its international operations grow in importance,a firm often creates a separate international division to administer all of its international activities.国际部门:随着国际运营重要性的增加,企业通常设立一个单独的国际部门来管理其所有的国际业务。Scope of InternationalizationGlobal organization
15、:A firm further along in the internationalization process often adopts a global organization formTo operate successfully,a global firm needs a team of managers that collectively possess expertise in and knowledge of the following:The firms product lineThe functional skills(accounting,logistics,marke
16、ting,manufacturing management,and so on)necessary to ensure global competitivenessThe individual country markets in which the firm dose businessThe firms global strategyStaffing PolicyIt is concerned with the selection of employees for particular jobs,it can be a tool for developing and promoting th
17、e desired corporate culture of the firm.为特定的工作岗位选择员工,也是发展和促进企业文化的手段Corporate culture is the organizations norms and corporate culture of the firm.Eg.GMTypes of staffing policyThe ethnocentric staffing policy 一国为中心的人员配备政策(以民族为中心)The polycentric approach 多国为中心The geocentric approach 全球为中心The ethnocent
18、ric staffing policyIt is one in which parent-country national fill all key management positions.Parent country nationals(PCNs)are residents of the international businesss home country.母国居民指国际企业母国的居民。Eg.P&G,Philips,Matsushita,Toyota,SamsungReasons for pursuing ethnocentricThe firm may believe the hos
19、t country lacks qualified individuals to fill senior management positions.缺乏合格的高层管理人员The firm may see an ethnocentric staffing policy as the best way to maintain a unified corporate culture.维系统一的公司文化的最佳方法It may believe that the best way to accomplish this goal is transfer parent-country nationals wh
20、o have knowledge of hat competency to the foreign operation.当公司实施国际战略,力图通过向国外子公司转移核心能力创造价值时,会认为最好的途径是将那些具有相关知识能力的母国员工转移到国外子公司。Benefits of PCNsUse of PCNs in an MNCs foreign operations provides many advantages to the firm because PCNs typically share a common culture and educational background with c
21、orporate headquarters.Disadvantages of PCNsPCNs typically lack knowledge of the host countrys laws,culture,economic conditions,social structure,and political processes.PCNs are often expensive to relocate and maintain in the host country.Many host countries restrict the number of foreign employees w
22、ho can be transferred.The ethnocentric staffing policyIt requires host-country nationals to be recruited to manage subsidiaries,while parent-country nationals occupy key positions at corporate headquarters.要求在母国人员占据了公司总部的关键职位的同时,子公司管理层由东道国人员担任。Host country nationals(HCNs)are residents of the host co
23、untry.HCNs are commonly used by international businesses to fill middle-level jobs,but they also often appear in managerial and professional positions.HCNsEg.Experienced MNCs such as IBM often hire HCNs instead of transferring home country employees to work in professional positions in the firms for
24、eign operations.Eg.Many smaller firms setting up operations abroad hire HCNs as the firms do not have enough managerial talent at home to send someone on a foreign assignment.Advantages of HCNsHCNs already understand the local laws,culture,and economic conditions.The firm avoids the expenses associa
25、ted with expatriate managers,such as relocation costs,supplemental wages paid for foreign service,and private schooling for children.Disadvantages of HCNsHost-country nationals have limited opportunities to gain experience outside their own country and thus cannot progress beyond senior positions in
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