Chapter IHRM: Sustaining international business operations Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/1 Chapter objectives The previous two chapters concentrated on the global environment and organizational contexts We now focus on the ‘managing people’ aspect The aim is to establish the role of HRM in sustaining international business operations and growth We cover the following: • issues relating to the various approaches to staffing foreign operations • the reasons for using international assignments: position filling, management development and organizational development (cont.) Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/2 Chapter objectives (cont.) • the various types of international assignments: short-term, extended and longer-term; and non-standard arrangements: commuter, rotator, contractual and virtual • the role of expatriates and non-expatriates (international business travelers) in supporting international business activities • the role of the corporate HR function Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/3 Approaches to staffing • Factors affecting approaches to staffing – General staffing policy on key positions at headquarters and subsidiaries • • • • Ethnocentric Polycentric Geocentric Regiocentric – Constraints placed by host government – Staff availability Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/4 Ethnocentric • Strategic decisions are made at headquarters • Limited subsidiary autonomy • Key positions in domestic and foreign operations are held by headquarters’ personnel; PCNs manage subsidiaries Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/5 Polycentric • Each subsidiary is a distinct national entity with some decision-making autonomy • HCNs manage subsidiaries who are seldom promoted to HQ positions • PCNs rarely transferred to subsidiary positions Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/6 Geocentric • A global approach - worldwide integration • View that each part of the organization makes a unique contribution • Nationality ignored in favour of ability: – Best person for the job – Colour of passport does not matter when it comes to rewards, promotion and development Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/7 Figure 3-1: Geocentric staffing requirements Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/8 Regiocentric • Reflects a regional strategy and structure • Regional autonomy in decision making • Staff move within the designated region, rather than globally – Staff transfers between regions are rare Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 3/9 Table 3-1: The advantages and disadvantages of using PCNs, TCNs and HCNs Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 10 3/10 Figure 3-2: Determinants of IHRM approaches and activities Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 11 3/11 Reasons for international assignments • Position filling – Eg Skills gap, launch of new endeavour, technology transfer • Management development – Training and development purposes, assisting in developing common corporate values • Organizational development – Need for control, transfer of knowledge, competence, procedures and practices Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 12 3/12 Types of international assignments • Short term – Up to months • Extended – Up to year • Long term – Varies from to years – The traditional expatriate assignment Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 13 3/13 Non-standard assignments • Commuter assignments • Rotational assignments • Contractual assignments • Virtual assignments Some of these arrangements assist in overcoming the high cost of international assignments but are not always effective substitutes for the traditional expatriate assignment Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 14 3/14 Figure 3-3: Factors influencing virtual assignments Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 15 3/15 Roles of an expatriate • • • • • • Agent of direct control Agent of socialization Network builder Boundary spanner Language node Transfer of competence and knowledge Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 16 3/16 Figure 3-4: The roles of an expatriate Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 17 3/17 The role of non-expatriates • People who travel internationally yet are not considered expatriates as they not relocate to another country – Road warriors, globetrotters, frequent fliers • Much of international business involves visits to foreign locations, eg – Sales staff attending trade fairs – Periodic visits to foreign operations Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 18 3/18 A glamorous life? • International business travelers cite the positives as: – Excitement and thrills of conducting business deals in foreign locations – Life style (top hotels, duty-free shopping, business class travel) – General exotic nature Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 19 3/19 But a high level of stress! • Home and family issues – frequent absences • Work arrangements – domestic side of position still has to be attended to • Travel logistics – waiting in airports, etc • Health concerns – poor diet, lack of sleep, etc • Host culture issues – limited cultural training Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 20 3/20 Table 3-2: Various roles of corporate HR Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 21 3/21 The role of the corporate HR function • Can we manage our people like a global product? The feasibility of: – The concept of a global internal labour market – Standardization of work practices and HR activities • What HR matters require central control and what can be decentralized? Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 22 3/22 Chapter summary This chapter has expanded on the role of IHRM in sustaining international business operations We have: • Looked at the various approaches to staffing international operations – ethnocentric, polycentric, geocentric and regiocentric – examining their advantages and disadvantages and factors that may determine the choice of these options • Considered the reasons for using international assignments: position filling, management development and organization development (cont.) Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 23 3/23 Chapter summary (cont.) • Discussed the various types of international assignments: short, extended and long-term (traditional); and non-standard forms such as commuter, rotational, contractual and virtual assignments • Examined the various roles of the expatriate: as an agent for direct control, as an agent for socialization, as network builders, as boundary spanners and as language nodes These various roles of the expatriate help to explain why expatriates are utilized and illustrates why international assignments continue to be an important aspect of international business from the organization’s perspective (cont.) Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 24 3/24 Chapter summary (cont.) • Recognized that non-expatriates are also critical to international business operations International business travelers present their own challenges, such as the effect of frequent absences on family and home life, the possible negative health effects and other stress factors The management of such individuals, however, does not appear to fall within the domain of the HR department • Looked at the role of the corporate HR function as the firm grows internationally, building on sections from Chapters and Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 25 3/25 [...]... and practices Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 12 3 /12 Types of international assignments • Short term – Up to 3 months • Extended – Up to 1 year • Long term – Varies from 1 to 5 years – The traditional expatriate assignment Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson... Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 16 3 /16 Figure 3-4: The roles of an expatriate Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 17 3 /17 The role of non-expatriates • People who travel internationally yet are not considered... culture issues – limited cultural training Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 20 3/20 Table 3-2: Various roles of corporate HR Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 21 3/ 21 The role of the corporate HR function • Can we... Welch 14 3 /14 Figure 3-3: Factors influencing virtual assignments Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 15 3 /15 Roles of an expatriate • • • • • • Agent of direct control Agent of socialization Network builder Boundary spanner Language node Transfer of competence and knowledge Use with International Human Resource. ..Figure 3-2: Determinants of IHRM approaches and activities Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 11 3 /11 Reasons for international assignments • Position filling – Eg Skills gap, launch of new endeavour, technology transfer • Management development – Training and development purposes, assisting in developing... illustrates why international assignments continue to be an important aspect of international business from the organization’s perspective (cont.) Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 24 3/24 Chapter summary (cont.) • Recognized that non-expatriates are also critical to international business operations International. .. central control and what can be decentralized? Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 22 3/22 Chapter summary This chapter has expanded on the role of IHRM in sustaining international business operations We have: • Looked at the various approaches to staffing international operations – ethnocentric, polycentric,... of these options • Considered the reasons for using international assignments: position filling, management development and organization development (cont.) Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 23 3/23 Chapter summary (cont.) • Discussed the various types of international assignments: short, extended and long-term... warriors, globetrotters, frequent fliers • Much of international business involves visits to foreign locations, eg – Sales staff attending trade fairs – Periodic visits to foreign operations Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and Denice Welch 18 3 /18 A glamorous life? • International business travelers cite the positives... negative health effects and other stress factors The management of such individuals, however, does not appear to fall within the domain of the HR department • Looked at the role of the corporate HR function as the firm grows internationally, building on sections from Chapters 1 and 2 Use with International Human Resource Management ISBN 1- 84480 013 -X Published by Thomson Learning © Peter Dowling and