Global Human Resource Management

Global Human Resource Management

Chapter Outline

Opening Case: Lenovo

INTRODUCTION

THE STRATEGIC ROLE OF INTERNATIONAL HRM

STAFFING POLICY

Types of Staffing Policy

Expatriate Managers

Management Focus: Managing Expatriates at Royal Dutch/Shell

The Global Mind-Set

TRAINING AND MANAGEMENT DEVELOPMENT

Training for Expatriate Managers

Repatriation of Expatriates

Management Development and Strategy

Management Focus: Monsanto’s Repatriation Program

PERFORMANCE APPRAISAL

Performance Appraisal Problems

Guidelines for Performance Appraisal

COMPENSATION

National Differences in Compensation

Management Focus: Global Compensation Practices at McDonald’s

Expatriate Pay

INTERNATIONAL LABOR RELATIONS

The Concerns of Organized Labor

The Strategy of Organized Labor

Approaches to Labor Relations

SUMMARY

CRITICAL DISCUSSION QUESTIONS

Closing Case: XCO China

Learning Objectives

1. Articulate the strategic role of human resource management in the international businesses.

2. Discuss the pros and cons of different approaches to staffing policy in the international business.

3. Explain why management may fail to thrive in foreign postings.

4. Articulate how management development and training programs can increase the value of human capital in the international business firm.

5. Explain how and why performance appraisal systems might vary across nations.

6. Explain how and why compensation systems might vary across nations.

Chapter Summary

This chapter focuses on the challenging topic of global human resource management (HRM). The term “expatriate manager” is introduced. The task of staffing foreign subsidiaries is discussed. In this area, firms typically pursue either an ethnocentric, polycentric, or geocentric approach. This section is followed with an explanation of the challenges involved in selecting...