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Chapter 3ihrm - En.id
Chapter 3ihrm - En.id
Chapter 3ihrm - En.id
THE ORGANISASI
KONTEKS
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
1 of 38
START
THE ORGANISASI
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KONTEKS
Kosa kata
tujuan
pengantar
Standardisasi & lokalisasi praktek HRM
faktor driving standarisasi
Faktor pendorong lokalisasi
Jalan dengan status global yang
mekanisme kontrol
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
2 of 38
Kosakata (1 dari 2)
staf lokal
perusahaan budaya
agen sosialisasi
internasional kunci pas batas
hakiki & Imbalan ekstrinsik
institusionalisme perspektif
terpusat set-up
negara-of-asal, negara tuan rumah, & rumah negara efek
membalikkan difusi
lokal responsiveness
global standardisasi, lokalisasi
BUMN, WOSs
Enam Kualitas Sigma Kontrol
IJV
inovator global yang
Chapter 3
inovator lokal
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
3 of 38
Kosakata (2 dari 2)
pemain integratif
global pembaru
pelaksana
ekspor Pendekatan berorientasi vs orientasi manajemen integratif
perusahaan sistem kekebalan
Berbagi pengetahuan permusuhan, penimbunan pengetahuan
orang & non-orang koordinasi berorientasi
yg dibawa lahir GLOBALS
struktur MNE:
ibu anak. matriks, heterarchy, N-bentuk, transnasional. jaringan.
meta-nasional
chaebols
Pendekatan pembangunan greenfield
perusahaan jaringan bambu
clan = kontrol sosial
Chapter 3
sosial modal
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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pengantar
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
6 of 38
Gambar 30,1
tuntutan manajemen pertumbuhan internasional
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
7 of 38
standardisasi & lokalisasi
praktek HRM
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
8 of 38
Mengapa global standarisasi
HRM?
Konsistensi
Transparansi
Penjajaran
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
9 of 38
Why locally responsive HRM?
To respect Cultural values
local Traditions
Legislation
Government policies
Education systems
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
10 of 38
Figure 3.2
Balancing the standardization and localization of HRM in MNEs
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
11 of 38
Factors driving standardization
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
12 of 38
MNEs that standardize
pursue multinational or transnational
corporate strategies
that are
reinforced by a shared
worldwide corporate culture
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
13 of 38
Factors driving localization
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
14 of 38
Localization factors include:
Cultural environment
more social context more complete balance of
extrinsic & intrinsic rewards
more individual more extrinsic rewards
or fast changing
personal & social contexts
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
15 of 38
Figure 3.3
Institutional effects on MNEs
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
16 of 38
tabel 3.1
Contoh dari dampak dari budaya & kelembagaan konteks pada praktek
HRM
Chapter33
bagian
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
17 of 38
tabel 3.2
Gupta & Govindarajan ini empat peran anak generik
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
18 of 38
Jalan dengan status global
yang
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
19 of 38
struktur organisasi biasanya
berubah karena
Ketegangan dikenakan oleh pertumbuhan &
Penyebaran geografis
Need untuk meningkatkan koordinasi & kontrol
seluruh bisnis unit
Constraints dikenakan oleh host-pemerintah
peraturan kepemilikan dan keadilan
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
20 of 38
Angka 3.4
Tahapan internasionalisasi
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
21 of 38
Angka 3,5
struktur departemen ekspor
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
22 of 38
Angka 3.6
struktur penjualan anak perusahaan
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
23 of 38
Angka 3.7
struktur divisi internasional
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
24 of 38
Dua masalah MNE utama struktur
Extent yang keputusan kunci yang terbuat
di PC kantor pusat atau unit anak
perusahaan
(Sentralisasi vs desentralisasi)
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
25 of 38
Angka 3.8a
struktur divisi produk global
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
26 of 38
Angka 3,8 milyar
struktur divisi produk global
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
27 of 38
Angka 3.9
struktur matriks global
Chapter33
bagian
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
28 of 38
Internationally, matrix is difficult
Dual reporting can cause conflict & confusion
Many communication saluran dapat membuat
logjams informasi
Tumpang tindih tanggung jawab dapat
menghasilkan
- pertempuran rumput
- loss dari akuntabilitas
Jarak, Bahasa, hambatan waktu, & budaya
membuat saya t sulit bagi manajer untuk
menyelesaikan konflik & Memperjelas
kebingungan
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
29 of 38
Matrix requires managers who
Know the business in general
Have good interpersonal skills
Can deal with ambiguities of
responsibility & authority
Have training for presenting ideas in groups
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
30 of 38
Beyond the matrix org. structures
The Heterarchy
MNEs have different kinds of centers apart from
‘headquarters’
The Transnational
resources & responsibilities are interdependent
across national boundaries
The Network
subsidiaries are nodes, loosely coupled political
systems
At this stage, there is less hierarchy & no
Chapter 3
structure is considered inherently superior
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
31 of 38
Angka 3.10
Organisasi jaringan
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
32 of 38
5 dimensi MNEs jaringan
1. Pengambilan keputusan wewenang didelegasikan
ke unit yang tepat & tingkat
2. Key fungsi tersebar secara geografis di seluruh
unit di berbagai negara
3. tingkat organisasi yang lebih sedikit
4. Resmi Prosedur kurang birokratis
5. Kerja, tanggung jawab, & otoritas dibedakan di
seluruh jaringan yang anak
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
33 of 38
Di luar jaringan: meta-negara
Meta-negara memiliki 3 jenis unit:
1. unit Sensing
UNCover tersebar luas engineering & pasar wawasan
2. unit magnet
Menarik & membuat rencana bisnis untuk mengkonvers
inovasi menjadi produk & jasa
3. marketing & punit roduction
Market & menghasilkan adaptasi ini
produk & jasa di seluruh dunia
Berpikir:
Sebuah MN = turnamen global yang bermain di 3 tingkat
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
34 of 38
Tempat HR dalam bentuk
struktural
Tiga cara HR berkembang dengan pertumbuhan
internasional:
1. perusahaan HR terpusat
besar, baik sumber daya:
biasanya didasarkan produk-atau matriks struktur
2. perusahaan HR desentralisasi
kelompok kecil, sebagian besar untuk mgmt
senior. di corp. HQ:
sebagian besar produk-atau struktur berbasis
daerah
3. perusahaan transisi HR
Chapter 3
menengah corp. HR dengan staf kecil di HQ:
desentralisasi struktur, produk berbasis
For use with International Human Resource Management 6e
35 of 38
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr.
ISBN-10: 1408032090
© Cengage Learning
negara yang berbeda, jalur yang
berbeda
MNEs Eropa: 'ibu-anak'
global dengan divisi produk / daerah atau struktur
matriks
MNEs Swedia: Cenderung untuk mengadopsi
campuran
ibu-anak & produk divisi
MNEs Nordic: mungkin lebih suka struktur matriks
Amerika Serikat MNEs: Keberhasilan terbatas
dengan matriks
Japanese MNEs: similar to US, but evolve more
Chapter 3
slowly, possibly not changing structure
Not much info yet on
For use with International Human Resource Management 6e
36 of 38 ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
Chinese & Indian MNEs
mekanisme kontrol
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
37 of 38
Angka 3.11
strategi pengendalian bagi perusahaan-perusahaan multinasional
Chapter 3
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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