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International Human Resource Management: MGMT414 Assoc. Prof. Dr. Cem Tanova
International Human Resource Management: MGMT414 Assoc. Prof. Dr. Cem Tanova
International Human Resource Management: MGMT414 Assoc. Prof. Dr. Cem Tanova
1. French, Bic;
2. American, Campbell Soup; 3. Anglo-Dutch, Unilever 4. British, Grand Metropolitan; 5. Japanese, Bridgestone Corp;
6. French, Thompson;
7. American, Atari Corp; 8. American, Ford Motor Co.; 9. British, Bass; 10. American, Gillette Co.;
Questions to consider
What are the key elements of best practice in HRM? Can the best practices be applied on a global level? To what extent are the principles of managing people universal and to what extent culture specific?
- Homeogeniziing markets - Improved transport, communications * Internationalize by capturing global scale advantages and global competitive games
Irwin/McGraw-Hill
MULTI-NATIONAL PERSPECTIVE
GLOBAL PERSPECTIVE - GROWING CONCERN ABOUT INTERNATIONAL COMPETITION AND INEFFICIENCIES OF MULTI-NATIONAL RESPONSE - DRIVE FOR COST COMPETITIVENESS THROUGH PRODUCT STANDARDIZATION AND ORGANIZATIONAL CENTRALIZATION MANAGE WORLWIDE OPERATIONS AS SINGLE ENTITY
TRANS-NATIONAL PERSPECTIVE
- NEED TO RESPOND TO HOST COUNTRY PRESSURES AND GLOBAL COMPETITIVE DEMAND SIMULTANEOUSLY
- MANAGEMENT CHALLENGE TO COORDINATE RESPONSIVE NATIONAL UNIT IN A Irwin/McGraw-Hill GLOBALLY EFFICIENT SYSTEM
10
11
Global International
Transnational Multinational
High
Local responsiveness
12
Low
International Low
Irwin/McGraw-Hill
TOYOTA
- DRIVEN BY SCALE
AND TECHNOLOGY - REINFORCED BY GLOBAL COMPETITION
G.M FIAT
- REINFORCED BY GOVERNMENTS
Key Trends
63,000 transnational companies account for more than half (2/3) of world trade. The top 100 companies account for 14% of worldwide sales, 12% of assets, and 13% of employment. Physical location of value creation is very difficult to determine. Much of the force of globalisation comes through mergers and acquisitions.
Parent-country Nationals
Advantages Control and co-ordination by HQ is maintained. Promising managers get international experience. PCNs may be the best people for the job. Assurance that the subsidiary will comply with company objectives policies etc.
Disadvantages HCNs promotion opportunities are limited. Adaptation to host country may take a long time. PCNs may impose an inappropriate HQ style. Compensation differences between PCNs and HCNs may cause problems.
Host-country Nationals
Advantages No problems with language and culture. Reduced hiring costs. No work permits required. Continuity of management improves since HCNs stay longer in positions. Govt. policy may force hiring of HCNs. Promotional opportunities not limited - so higher morale among HCNs. Disadvantages HQ may have less control over operations. HCNs may still have limited career opportunities outside the subsidiary. Hiring HCNs limits opportunities for PCNs to gain overseas experience. Hiring HCNs may encourage a federation of disintegrated national units rather than one integrated global unit.
Third-country Nationals
Disadvantages Transfers must Advantages consider national Salary and animosities. compensation may be Host government lower than for PCNs. may resent TCNs as much as PCNs. May be more familiar with host country than TCNs may not comply with HQ style of the PCNs. management. TCNs may not want to return after assignment.
empathy flexibility patience openness reliability confidence emotional stability communication skills tolerance for differences humor resourcefulness sensitivity teaching skills
ability to handle alcohol curiosity positive regard for others acceptability of assignment desire to be abroad non ethnocentrism high motivation courtesy adaptability tolerance for ambiguity language skills interest in host culture
International Compensation
If compensation is high then problems may be encountered on return to head office. If compensation is not adequate then there may be no incentive to go for the international assignment given the hardships that are usually involved in doing so.
International Compensation
Expatriation Premium Cost of Living Allowance Swamp Pay Allowance Shelter Allowance Educational Allowance Home Leave
Repatriation
Virtually all repatriated personnel experienced some personal difficulty in reintegrating on return home. The main complaints were loss of status loss of autonomy lack of recognition of the value of the experience and lack of career direction.