BRISCOE CHAPER 13: Well-Being of the

International Workforce, And International

HRIS
Two

critical aspects:
1. Concern for the well- being of the MNEs global workforce
2. Development and maintenance of the global HR information
system

1- Well-Being of the International Workforce

Continues to be one of the more challenging topics to write about in
IHRM / Little written about it. Even so, employee health, well-being
and safety are increasingly important topics for MNEs, for the
following reasons:
a. Increasing attention to employee well-being around the
world
b. Increasing numbers of employees at potential risk because
of increased global trade because the increasing number of:
at risk jobs
Offices and plants in a growing number of locations OP
Business travellers BT
International assignments IA
Civil unrest disorder - and global terrorism
c. Increase in risk factors.
Although it is not always the case, in most countries health and safety of
workers is one of the responsibilities of HR and, therefore, in the global
enterprise, of IHR. In the literature we can identify this 6 key aspects
of health, well-being and safety concern:
1. Coping with health and safety PRACTICES AND REGULATIONS that
vary from country to country.
2. The establishment of health and safety POLICIES on global basis
for all employees of the MNE.
3. Dealing with specific health and safety CONCERNS OF BT^IA
business travellers and international assignees and their
families.
4. The very specific threat of issues like KIDNAPPING AND/ OR
TERRORIST ACTS against foreign operations and international
assignees and their families.
5. Dealing with real and potential, NATURAL AND HANDMADE,
disasters
6. The WORK LIFE #VIDA UP BALANCE of workers in markets with
differing levels of economic development.
2-

4 Factors

that HRM need to consider when deal with

International Health, Wellbeing and Safety Issues : Employee
Health and Safety Around the World:
HR managers responsible for international HR do not often deal
with health and safety issues. Responsibility for these issues is

normally left to local managers and their HR staffs to manage within the
constraints of local custom, culture and regulation.
2.1
Health and Safety Statistics:
Different countries follow different reporting standards. It is also
the case that developing countries, in general, report significantly
higher occupational accident and fatality rates than do more
developed countries. For IHR planning and decision- making
purposes, the most important point is that accident and fatality
rates vary widely for a number of reasons. Some industries and
jobs are inherently more dangerous than others. Thus,
those countries which have a mix of industries that
favour- help those with lower fatalities will have more
favourable country wide occupational health and safety
statistics.
2.2
Health and Safety Laws and Standards
In 1986 a study comparing five European countries with the US
conclude that:
a)
US was the weakest in terms of law and enforcement
mechanisms. Sweden, the former East Germany,
and Finland were the highest ranked followed by
the former West Germany and the UK.
b)
A strong national union movement facilitated the
passage and active enforcement of effective health and
safety measures.
The intent is to retain the highest safety standards
have been set in the more progressive countries,
minimizing the competitive cost advantages that
otherwise flow to nations with less stringent standards:
developing countries have only rudimentary employment
laws and very limited funds for enforcing such laws.

which
while
might
Most
safety

An additional area of concerns for MNEs involves the

differences in the nature and quality of medical systems in
different countries, the coverage of the health care system who
pays for the health care, and the form and level of support
systems for various forms of disabilities.
2.3 Family Friendly Policies and Work Life Balance WLB
Family-friendly policies and work life balance (WLB) raise a whole new
set of issues and opportunities for IHR issues and opportunities which
need to be taken into account when planning the nature of and
locale for foreign operations.
Grow concern over quality of work life, lengthening work hours
and stress; growing support by governments for the health of
families, and the growing concern by enterprises over meeting the
needs and interests of todays complex and demanding workforce.
Firms are cash that they must do everything possible to make their
workplaces desirable.

MNE leadership and IHR must decide how to apply them to operations in
emerging markets and in developing economies, where not everyone
necessarily views the issues in the same way.
The European Union has pioneered the legal framework for familyfriendly policies.
The result is that: MNEs need to both become familiar with the
legal and cultural constraints in the countries in which they
operate or are considering operating as well as incorporating
into their global strategic planning knowledge about these
concerns around the world.
HR is increasingly being asked to play a role in: balancing the needs
for work performance in companies with the demands from many
employees for greater balance in their lives
The issue under consideration at each level vary
considerably.
1. Macro: issues of WLB deal with different cultural, political, economic,
demographic and legal contexts that affect the WLB debate.
2. Meso: focus on the new world of work, which has created pressures for
workers and the responses companies are proposing in terms of WLBfriendly policies and benefits.
3. Micro: WLB focus us on coping mechanisms of the individual in their
particular situations.

2.4 Acquired Immune Deficiency Syndrome (AIDS)

Death and illness in any of these groups affects an organizations
performance and bottom line. When they hit key personnel, it can even
put business activity completely on hold.
HIV/AIDS affects one in four urban-based adults and a larger percentage
in many rural areas.
Every area of international business is affected. Every business
program from sales to employee education to employee benefit
plans to business operations to visas for business travellers and IAs
is affected and must be taken into consideration as multinational
enterprises plan their global businesses.
3 Health and Safety and IA (risk factors- wellbeing!!!!)
Many of the above issues overlap with concerns for the health and
safety of business travellers (BTs) and IAs (international assignees) and
their families. These concerns involve:

kidnapping secuestro - ,
disabling accidents,
encounters with local law
enforcement,
natural disasters getting ill
and

having
inadequate
local
health care,
being attacked and losing
passports and money,
hit by terrorists acts or civil
unrest.


In response to the importance of these issues, international BTs and
IAs and their families need to be

briefed

on - Informado- and

prepared

for dealing with problems of safety and health

while traveling and in their new countries. They should be given

an orientation to the different medical systems in the new

countries.

4 Specific Health and Safety Concerns for Bts and Ias: BTs and IAs
and their families frequently (if not usually) suffer from less serious
health complaints. There is even some evidence that health problems
abroad are on the increase. Key reasons include:
4.1Increasing poverty in developing countries. NO LO CREO, TENGO
PTUEBAS.
4.2Increasing failure of the health infrastructure in many parts of the
world, following political or economic instability. AFRICA.
4.3
A changing pattern of disease!!!!!
4.4Increased accessibility of destinations that were previously remote.
DESTINO X.
4.5Increasing global competition for business opportunities in developing
countries. PUNO.
4.6Increasing problems with the transfer of diseases around the globe
due to increased travel. PLANETA DE LOS SIMIOS
4.7Relaxation of health formalities on entry to countries, resulting in
reduced need to seek medical advice
Business travelers and expatriates need to be briefed
as to what to expect, how to prepare for
conditions in the country or countries to which
they are going, and how to react when confronted
with health or safety problems.

Death while on assignment:

IHR must deal with cases of death. Think about the possibility before
it happens can make timely and adequate response much likely. IHR has
to be prepared for issues which are probably not normally considered,
such the typical medical insurance and programs do not take care of
people after death. IHR needs to get involved quickly to make sure that
the wishes and traditions of the family are accommodated.

5 CRISIS MANAGEMENT
1. Assess the risk
1for example, there is a great risk form being in an automobile
accident driving than from serious problems associated with
travel or living abroad.
Consider:
i.
Size of risk-> Helping IAS AND BTs to understand the nature
of the risks is a first step un planning ways to prepare for the
risks.
ii.
Types of potential problems for each locale-> level of
crime, transportations safety, quality of medical services, etc

iii.

Relative risk for each situation-> Not all travellers and IAs
face the same risk, example: local legal sytems, legal
protections, etc.
2. Prepare a crisis managemet plan
IHR needs to address global healtht, safety, and security
issues.--> prepare a plan for dealing with the issues identified.
Responding to an employers duty of care and potential
liabilities, handling crises well. Example: tacking employees who
are traveling or in a foreign assigmnt and the status of the
documents.
3.

Orientation and training: develop a program for preparing

bts and ias and their families for international travel and living.
Medical and kidnapping payment
Information of potential risks
Pre,post departure orientation, preparing security for ias
homes and foreign facilities, plans for dealing with media and
family back home, sources of information.
Summary
Planning lessen he risks and fears
Ihrm must take a leadinf role
Dont underestimate possible threats and the importance of the
issues for the ias and families,
Communication is a key!

International assignments are expensive and important to

global enterprises.

GLOBAL
HR
SUPPORT
SERVICES
AND
INFORMATION SYSTEMS
4 services play an important role in IHRM
1. IHRM RESEARCH
Could be applied to most areas of ihr responsablity in
order to stablish the best practices and the best way to
perform these responsabilities, as ihr is expected to
provide evidence of the effectiveness and contributions
of its programs and proposal, ihr research is highly
recommended.
2. IHRM INFORMATION SYSTEMS
Internationalizing the hris can be complex including
integrating any existing foreign HRISs from developed
subsdiaries.
SPECIAL PROBLEMS:
Keeping the track of workforces in each country
Keeping the track of longterm/shorterm IAs
Keeping tack compensations and benefits IAs
Providing ID numbers
Termination liabilities
Tracking visas
Tracking family info for IAs
Number of hours worked and vacations days
Terms and consitions of employees depending the country
Laws regardinf transfer of personal data
Management considerations

 Computer hadware, languages, form of HR dataG,

CENTRALIZATION OR LOCALIZAtion, privacy, technology,,
standardization of names of local firms , etc
3. Re

location and orientation

Helping relocating employees with selling or renting

houses, control of family in tansit time , costs, tax and
finance advice,
providing training and orientation,
education, schooling, etc.
4. Administrative services
Makinfg travel arrangements
Housing
Local transportation, rental cars, metro maps, etc
Office services, translation, translators, typing and printing docs
Currency conversion
Local bank accounts, understanding banks, operations,etc
Government relations,
proper offices to get visas and work
permits, but also services like, internet connection, telephones,
business licences
CONCUSION

2 TOPICS: EMPLOYEE WELL-BEING AND IHRMM SUPPORT

SERVICES,
Ihrm ability to achieve strategic contribution to MNEs
global success.