Professional Documents
Culture Documents
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Importance of HRM
i. Related to the strategy of the firm. ii. Influence on the character, development, quality and productivity of firms HR iii. Helps firms to achieve strategic goal of reducing cost of value creation iv. Helps firms add value by serving customer needs better.
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Key Issues
i. ii. How to staff key management posts in the Co.? How to develop managers, who can do business in different countries? How to compensate people in different nations? How to evaluate the performance of managers in different countries? Expatriate managers
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iii.
iv. v.
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STRUCTURE
PEOPLE
PROCESSES
CULTURE
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I.
Staffing Policy
Staffing policy is concerned with the selection of employees for particular jobs. i. Selecting individuals who have the skill to do a particular job. ii. Tool for developing and promoting the desired corporate culture (norms & value system) of the firm.
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i.
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Ethnocentric approach
All key management positions are filled by parent country nationals. Ones own culture is superior Overlooks important cultural factors Host country lacks qualified professionals Maintain a unified corporate culture Create value by transferring core competencies Limits advancement opportunities for host country nationals Leads to resentment, lower productivity, and high turnover in employees. E.g.: Procter & Gamble, Toyota and Matushita
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Expatriate Managers
Expatriates are citizens of one country, who are working in another country. Inpatriates is a subset of expatriates who are citizens of a foreign country, working in the home country of their multinational employer. (e.g., citizen of India, who moves to U.S to work for Microsoft)
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Expatriate selection
Four dimensions that predict success in a foreign posting: Self orientation self esteem, self confidence, mental well being, adapt their interest in food, sports, music and hobbies. Others orientation ability to interact with host countrys nationals, relationship development and willingness to communicate by learning local language. Perceptual ability to understand the particular behaviour of people in host countries, empathise. Cultural toughness relationship between country of assignment and how well an expatriate adjusts
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II.
After selection, the next step is training the manager to do the specific job. MDP is a broader concept, it is intended to develop a managers skills over her career in the firm, e.g., sending managers on various foreign postings over years to build her cross cultural sensitivity and experience. To enhance management and leadership skills of executives. MDP have a strategic purpose, and helps reinforce desired culture of the firm by creating an informal network.
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Types of training
Cultural training understanding the culture of host country, enhance effectiveness, familiarization trip before formal transfer. ii. Language training managers ability to interact, help build rapport and improve managers effectiveness. iii. Practical training adjust to day to day life in host country, establish a routine, successful adaptation, support network of friends Ch 1 17 i.
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IV. Compensation
National differences in compensation Payments according to global standards or country specific standards. Issues in compensation practices: i. How compensation should be adjusted to reflect national differences in economic circumstances and practices? ii. How should the expatriate managers be paid?
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Expatriate Pay
Acc. To Balance Sheet Approach, it equalizes purchasing power across countries so employees can enjoy the same living standard in their foreign posting, as the enjoyed at home. It also provides financial incentives to offset qualitative differences between assignment locations.
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ii.
iii. a) b) c) d) iv. v.
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Base Salary in same range as base salary for similar position in home country. Foreign Services Premium extra pay to work outside country of origin. Offered as inducements to accept foreign postings. Compensates for living in an unfamiliar country. Allowances Hardship allowance difficult location, where basic amenities like health care schools, etc are deficient. Housing allowance to afford same quality of housing Cost of living allowance maintain std. of living Education Allowance expatriates children receive same std. of education as in home country Taxation Benefits Medical, pension, etc.
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Thank You
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