HRMengl
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Transcript of HRMengl
Sources:◦ From Home Country (Expatriates)◦ From Host Country(Locals)◦ From a Third Country
Methods:◦ Job Posting ◦ Advertising ◦ Campus Recruiting ◦ Employment Agencies◦ On-line Recruiting◦ Employee Referrals
Technical Ability
Managerial Skills
Personal Motives
Cultural Empathy
Language Aptitudes
Diplomatic Skills
Emotional Maturity and Stability
Adaptability and Flexibility
Adaptability of Family
Age, Gender, Experience
Job Factors Technical skillsKnowledge about subsidiary and headquarter operationsManagerial skillsAdministrative competencies
Relational Factors ToleranceFlexibilityObjective judgementCultural empathyInterpersonal relations skills
Motivational Factors Trust in missionMission is part of careerInterest in international experiencesInterest in host country culture
Family Situation Partner wish to live in another countryPartner capacity to adaptStable mariage
Linguistic skills Host country languageNonverbal communication
Interaction degree
Cultural diferences
low content and high rigor
high content and rigor
low content and rigor
high content and low rigor
Nevoi Valori
1. Needs are inborn2. Needs are the same for all peoples3. Needs are objective4. Needs determine people to act
1. Values are created2. Values are indidual
3. Values are subjectives4. Values determine the type of action
Pyramid of Needs (A. Maslow): ◦ Physiological Needs◦ Safety Needs◦ Socialization Needs◦ Recognition Needs◦ Self Actualization Needs
Two Factors Theory (Herzberg):◦ Hygiene Factors: salary, interpersonal relations, working conditions, company
politicies and tecnical supervision◦ Motivator Factors: work content, achievement, recognition, responsibility,
advancement Combining the hygiene and motivation factors results in four scenario's:
◦ High Hygiene + High Motivation: The ideal situation where employees are highly motivated and have few complaints.
◦ High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. The job is perceived as a paycheck.
◦ Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salaries and work conditions are not up to par.
◦ Low Hygiene + Low Motivation: The worst situation. Unmotivated employees with lots of complaints.
Expectancy Theory (V.Vroom)
◦ M= V x E x I , where : M - motivation V – valence (The emotional orientations people hold with respect to
outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, time-off, benefits] or intrinsic [satisfaction] rewards)
E – expectancy (Employees have different expectations and levels of confidence about what they are capable of doing)
I – instrumentality (The perception of employees whether they will actually get what they desire even if it has been promised by a manager)
Equity Theory (Adams) individual’s outcomes relational partner’s outcomes
individual’s own inputs relational partner’s inputs