In this chapter, you will learn: Summarize the strategic role of human resource management in the international business, identify the pros and cons of different approaches to staffing policy in the international business, explain why managers may fail to thrive in foreign postings, recognize how management development and training programs can increase the value of human capital in the international business firm,. | Global Business Today 8e by Charles . Hill Chapter 17 Global Human Resource Management Introduction Question: What is human resource management? Human resource management (HRM) refers to the activities an organization carries out to utilize its human resources effectively HRM activities include: Determining human resource strategy Staffing Performance evaluation Management development Compensation Labor relations Introduction HRM is more complex in an international business because of differences between countries in labor markets, culture, legal systems, economic systems, and so on International HRM also deals with issues related to expatriate managers (citizens of one country working abroad) including: When to use expatriates Who to send on expatriate posting How expatriates should be compensated How to handle the repatriation of expatriates Strategic Role of International HRM Question: Why is international HRM important to the success of the firm? Strategy is implemented through organization People are the linchpin to the firm’s organization architecture So, success in international business requires that HRM policies be congruent with the firm’s strategy Staffing Policy Staffing policy is concerned with the selection of employees for a particular job Selecting people who have the right skills for a particular job Developing and promoting the corporate culture of the firm - the organization’s norms and value systems There are three types of staffing policies: The ethnocentric approach The polycentric approach The geocentric approach Staffing Policy Firms that use expatriates must consider the problem of expatriate failure - the premature return of an expatriate manager to his home country . firms have higher expatriate failure rates than either European or Japanese firms Mendenhall and Oddou identified four dimensions that predict expatriate success: Self-orientation Others-orientation Perceptual ability Cultural toughness Training and Management . | Global Business Today 8e by Charles . Hill Chapter 17 Global Human Resource Management Introduction Question: What is human resource management? Human resource management (HRM) refers to the activities an organization carries out to utilize its human resources effectively HRM activities include: Determining human resource strategy Staffing Performance evaluation Management development Compensation Labor relations Introduction HRM is more complex in an international business because of differences between countries in labor markets, culture, legal systems, economic systems, and so on International HRM also deals with issues related to expatriate managers (citizens of one country working abroad) including: When to use expatriates Who to send on expatriate posting How expatriates should be compensated How to handle the repatriation of expatriates Strategic Role of International HRM Question: Why is international HRM important to the success of the firm? Strategy is implemented .
