© 2011 South-Western | Cengage Learning Human Resources Management 11-1 11-1Foundations of Human...
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Transcript of © 2011 South-Western | Cengage Learning Human Resources Management 11-1 11-1Foundations of Human...
© 2011 South-Western | Cengage Learning
Human Resources Management
11-111-1 Foundations of Human Resources Management
11-211-2 Selecting and Hiring Staff
11-311-3 Maximization of Human Resources
11-411-4 Retaining Human Resources
CHAPTER 11
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 2© 2011 South-Western | Cengage Learning
11LESSON 11-1
Foundations of Human Resources Management
GOALSGOALSDifferentiate between host-country
nationals, parent-country nationals, and third-country nationals
Define the four dominant human resources management approaches.
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 3© 2011 South-Western | Cengage Learning
11Global Human Resource Management
Worldwide labor marketsWorker mobilityManagerial practicesGlobal orientationControl
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 4© 2011 South-Western | Cengage Learning
11
Who Makes Up the Labor Market?
Host-country nationalsExpatriatesParent-country nationalsThird-country nationals
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 5© 2011 South-Western | Cengage Learning
11Four Human Resources Management Approaches
Ethnocentric approachPolycentric approachRegiocentric approachGeocentric approach
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 6© 2011 South-Western | Cengage Learning
11Ethnocentric Approachto Human Resource Management
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 7© 2011 South-Western | Cengage Learning
11Polycentric Approachto Human Resource Management
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 8© 2011 South-Western | Cengage Learning
11Regiocentric Approachto Human Resource Management
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 9© 2011 South-Western | Cengage Learning
11Geocentric Approachto Human Resource Management
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 10© 2011 South-Western | Cengage Learning
11LESSON 11-2
Selecting and Hiring Staff
GOALSGOALSExplain how staffing needs are
determined.Describe how potential employees
are recruited.Describe three factors to consider
when hiring job applicants.
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 11© 2011 South-Western | Cengage Learning
11
Determining Staffing Needs
Employment forecastingSupply analysisJob description
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 12© 2011 South-Western | Cengage Learning
11
Recruiting Potential Employees
Job opening announcementInside the companyOutside the company
Type of employee needed
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 13© 2011 South-Western | Cengage Learning
11
Selecting Qualified Employees
CompetenceAdaptabilityPersonal characteristics
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 14© 2011 South-Western | Cengage Learning
11LESSON 11-3
Maximization of Human Resources
GOALSGOALSUnderstand the importance of
training and development for global employees.
Identify the common types of training and development for international employees.
Explain how training and development programs reduce the chance of employee failure.
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 15© 2011 South-Western | Cengage Learning
11Training and Development Are Critical
Prepare all employeesMaximize potentialInvest in the future
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 16© 2011 South-Western | Cengage Learning
11
Training Costs
Major expenseBalance needs and potential benefitsGovernment requirements
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 17© 2011 South-Western | Cengage Learning
11Types of Training and Development
Job-related issuesLanguage and relationship issuesCross-cultural trainingSpousal employment counseling
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 18© 2011 South-Western | Cengage Learning
11Suggested Areas of Training and Development for Employment In Japan
ESSENTIAL IMPORTANT
Japanese languageJapanese social practicesJapanese culture
Japanese economyJapanese negotiating styleOrganization and sociology of
Japanese businesses
USEFUL HELPFUL
Japanese distribution and marketing systems
General cross-cultural trainingJapanese historyJapanese politics
Culture shock briefingJapanese accounting and financial
techniquesJapanese business legal systemPolitical aspects of international
economics International politics
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 19© 2011 South-Western | Cengage Learning
11Training and Development Help to Prevent Failure
Why global employees failReducing the chance of employee failure
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 20© 2011 South-Western | Cengage Learning
11LESSON 11-4
Retaining Human Resources
GOALSGOALSUnderstand that employee
motivation is culturally based.Explain the common components
of compensation packages for parent-country nationals.
Appreciate the complexities of evaluating employee performance in an international setting.
List strategies that help to minimize repatriation problems.
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 21© 2011 South-Western | Cengage Learning
11
Employee Motivation
Culturally basedExamples of motivators
MoneyRecognitionPersonal fulfillment
Culturally acceptable motivation strategies
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 22© 2011 South-Western | Cengage Learning
11
Compensating Employees
Cultural sensitivityBase salaryExpatriate bonusCost-of-living adjustmentEmployee benefits
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 23© 2011 South-Western | Cengage Learning
11Evaluating Employee Performance
Factors that influence performanceEnvironmentTaskEmployee personality
Performance standards
INTERNATIONAL BUSINESS, 4e CHAPTER
SLIDE 24© 2011 South-Western | Cengage Learning
11
Anticipating Repatriation
Reverse culture shockAdjustments
WorkFinancesSocial relationships