12: Human Resources
- Page ID
- 168775
\( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)
\( \newcommand{\dsum}{\displaystyle\sum\limits} \)
\( \newcommand{\dint}{\displaystyle\int\limits} \)
\( \newcommand{\dlim}{\displaystyle\lim\limits} \)
\( \newcommand{\id}{\mathrm{id}}\) \( \newcommand{\Span}{\mathrm{span}}\)
( \newcommand{\kernel}{\mathrm{null}\,}\) \( \newcommand{\range}{\mathrm{range}\,}\)
\( \newcommand{\RealPart}{\mathrm{Re}}\) \( \newcommand{\ImaginaryPart}{\mathrm{Im}}\)
\( \newcommand{\Argument}{\mathrm{Arg}}\) \( \newcommand{\norm}[1]{\| #1 \|}\)
\( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\)
\( \newcommand{\Span}{\mathrm{span}}\)
\( \newcommand{\id}{\mathrm{id}}\)
\( \newcommand{\Span}{\mathrm{span}}\)
\( \newcommand{\kernel}{\mathrm{null}\,}\)
\( \newcommand{\range}{\mathrm{range}\,}\)
\( \newcommand{\RealPart}{\mathrm{Re}}\)
\( \newcommand{\ImaginaryPart}{\mathrm{Im}}\)
\( \newcommand{\Argument}{\mathrm{Arg}}\)
\( \newcommand{\norm}[1]{\| #1 \|}\)
\( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\)
\( \newcommand{\Span}{\mathrm{span}}\) \( \newcommand{\AA}{\unicode[.8,0]{x212B}}\)
\( \newcommand{\vectorA}[1]{\vec{#1}} % arrow\)
\( \newcommand{\vectorAt}[1]{\vec{\text{#1}}} % arrow\)
\( \newcommand{\vectorB}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vectorC}[1]{\textbf{#1}} \)
\( \newcommand{\vectorD}[1]{\overrightarrow{#1}} \)
\( \newcommand{\vectorDt}[1]{\overrightarrow{\text{#1}}} \)
\( \newcommand{\vectE}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash{\mathbf {#1}}}} \)
\( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\(\newcommand{\longvect}{\overrightarrow}\)
\( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)
\(\newcommand{\ket}[1]{\left| #1 \right>}\)
\(\newcommand{\bra}[1]{\left< #1 \right|}\)
\(\newcommand{\braket}[2]{\left< #1 \vphantom{#2} \right| \left. #2 \vphantom{#1} \right>}\)
\(\newcommand{\braopket}[3]{\left< #1 \vphantom{#2}\vphantom{#3} \right| #2 \vphantom{#1}\vphantom{#3} \left| #3 \vphantom{#1}\vphantom{#2} \right>}\)
\(\newcommand{\qmvec}[1]{\mathbf{\vec{#1}}}\)
\(\newcommand{\op}[1]{\hat{\mathbf{#1}}}\)
\(\newcommand{\expect}[1]{\langle #1 \rangle}\)
\(\newcommand{\dfn}[1]{\emph{\textbf{#1}}}\)
- 12.1: Global Human Resource Management
- This page discusses the significance of Human Resource Management (HRM) in international business, highlighting key functions such as staffing, recruiting, training, performance evaluation, compensation, and termination. It notes that while HR practices are applicable globally, their execution differs across cultures. Organizations aiming for success in the global market must acknowledge and adjust their HR strategies to accommodate these cultural variations.
- 12.2: Staffing
- This page outlines four primary staffing approaches for global organizations: ethnocentric, polycentric, geocentric, and hybrid. Each method has its pros and cons regarding talent selection, local sensitivity, and complexity. It highlights the importance of communication skills and practical training for expatriates and their families. Additionally, it discusses compensation methods for international assignments and the challenges of repatriation.
- 12.3: Recruiting and Hiring
- This page discusses global recruiting and hiring in multinational companies, emphasizing the importance of aligning staffing practices with local market conditions, cultural nuances, and legal frameworks. It outlines various approaches—centralized, localized, regional, or geocentric—based on international strategy. Fairness and compliance are crucial, alongside the need for flexibility in balancing local expertise with global standards to achieve organizational goals.
- 12.4: Training and Motivating
- This page explores how culture affects training and motivation in the workplace, noting that effective methods in one culture may not translate well to another. It discusses the influence of cultural dimensions on employee expectations and leadership responses, emphasizing the need for global managers to adapt their strategies.
- 12.5: Evaluating and Managing Performance
- This page addresses the complexities of performance management in global organizations, stressing the alignment of standards with local cultural and legal differences. It highlights the necessity for clear, job-related evaluation criteria to avoid biases, as reinforced by international labor conventions. The need for managers to adapt communication styles due to cultural variances in feedback interpretation is discussed.
- 12.6: Compensating
- This page discusses international compensation, highlighting its components beyond salary, such as benefits and allowances influenced by local labor markets and living costs. It outlines compensatory approaches like local-market pay, balance-sheet methods, and local-plus strategies. It emphasizes the importance of equity, transparency, effective communication, and regular reviews to manage perceptions of fairness and adapt to evolving conditions.
- 12.7: Terminating and Repatriation
- This page addresses the complexities of employee termination in global organizations, highlighting variations in practices and legal requirements across countries. It emphasizes fair termination processes, cultural sensitivity, and compliance with local laws. Labor relations and employee representation are discussed, along with the challenges of repatriation for returning employees.
- 12.8: Global Business in Action
- This page discusses Rockwell Automation's international HR strategy designed for its global workforce of about 26,000 employees in over 100 countries. It highlights the focus on local talent acquisition, employee mobility, and adherence to local laws, particularly immigration. Key priorities include competitive compensation and structured mobility programs for international assignments, balancing business needs with risk management and emphasizing compliance in staffing decisions.