Global Human Resource Management

Global Human Resource Management

Learning objectives

• Discuss briefly the strategic role of HRM.

• Identify the issues and problems with expatriate staffing

• Suggest some actions for managerial training and development for international firms.

• Present some problems and guidelines relating to the performance appraisal of expatriates.

• Discuss the issue of compensation in the context of international firms, where differing standards across countries can create problems within firms.

• Show how relations with organized labor can vary across countries, and how organized labor has attempted to develop a more international approach to labor negotiations with multinationals.

Human resource management is key to the competitiveness of International firms.

HRM refers to those activities undertaken by an organization to effectively utilize its human resources. These activities include human resource strategy, staffing, performance evaluation, management development, compensation and labor relations.

Firm success requires that HRM policies are congruent with the firm's strategy, and with the firm's formal and informal structure and controls.

Slogans like “think globally and act locally” sound good, but they require effective HRM policies for these slogans to be put into action.

The opening case on Molex and the closing case on Coca Cola both illustrate some of the practices firms take to increase the international orientation of management.

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WebeSource http://fpeng.peopledaily.com.cn/200012/18/eng20001218_58146.html

http://www.foxnews.com/story/0,2933,106056,00.html

http://www.economist.com/displayStory.cfm?Story_ID=S%26(X%3C%25PQ'%26%0A

http://www.cbo.gov/showdoc.cfm?index=4458&sequence=0

http://www.cupw.ca/pages/document_eng.php?Doc_ID=342

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OUTLINE OF CHAPTER 18: GLOBAL HUMAN RESOURCE MANAGEMENT

Opening Case:...