HRM gaining a competitive advantage noe ch015

Human Resource Management: Gaining a Competitive Advantage Chapter 15 Managing Human Resources Globally McGraw-Hill/Irwin Copyright © 2010 by the McGraw-Hill Companies, Inc All rights reserved Learning Objectives  Identify recent changes that have caused companies to expand into international markets  Discuss four factors that most strongly influence HRM in international markets  List different categories of international employees  Identify four levels of global participation and HRM issues faced within each level  Discuss ways companies select, train, compensate and reintegrate expatriate managers 15-2 Introduction  Organizations function in a global economy  International competition is #1 factor affecting HRM  International expansion can provide a competitive advantage:  large numbers of potential customers  low-cost labor • Maquiladora plants  telecommunications and information technology enables work to be done more rapidly, efficiently and effectively around the globe 15-3 Current Global Changes  European Economic Community  North American Free Trade Agreement (NAFTA)  Growth of Asia  Japan, China, Singapore, Hong Kong and Malaysia are significant economic forces  General Agreement on Tariffs and Trade (GATT) 15-4 Factors Affecting HRM in International Markets Culture Education Human Capital Human Resource Management Economic System PoliticalLegal System 15-5 Hofstede’s Cultural Dimensions Individualism/collectivism - degree to which people act as individuals rather than as members of a group Power distance - how a culture deals with hierarchical power relationships Uncertainty avoidance - how cultures deal with the fact that the future is not perfectly predictable Masculinity-femininity describes the division of roles between the sexes within a society Long-term/short-term orientation - tendency of a culture to focus on long-term benefit or short-term outcomes 15-6 Implications of Culture for HRM Culture has an impact on approaches to managing Culture differs on how employees expect leaders to lead, how decisions are handled within the hierarchy and what motivates individuals Culture may influence appropriateness of HRM practices Cultures can influence compensation systems and communication and coordination processes Cultural diversity programs foster understanding of other cultures to better communicate with them 15-7 Education/Human Capital  Countries differ in their levels of human capital  A country's human capital is determined by a number of variables, primarily, educational opportunity  Countries with low human capital attract facilities that require low skills and low-wage levels  Countries with high human capital are attractive sites for direct foreign investment that creates high-skill jobs 15-8 Political/Legal System  Dictates requirements of certain HRM practices, such as training, compensation, hiring, firing and layoffs  Legal system is an outgrowth of the culture, reflecting societal norms  U S has led the world in eliminating discrimination in the workplace and controlling the process of labor management negotiations  Germany has provided employees with a legal right to "codetermination" in the workplace  The EEC provides fundamental social rights of workers: freedom of movement and freedom to choose one's occupation and be fairly compensated 15-9 Economic System  Under socialist economies, there is little economic incentive to develop human capital, but ample opportunity exists because education is free  In capitalist systems, the opposite situation exists, with higher tuition at state universities but economic incentives exist through individual salaries  Every country varies in terms of culture, human capital and their legal, political and economic systems 15-10 Managing Employees in a Global Context  A parent country is the country in which the company's corporate headquarters is located  A host country is the country in which the parent country organization seeks to locate (or has already located) a facility  A third country is a country other than the host country or parent country 15-11 Types of International Employees Expatriate - employee sent by a company in one country to manage operations in a different country Three types of expatriates: Parent-country nationals (PCNs) - employees who were born and live in a parent country Host-country nationals (HCNs) - employees who were born and raised in the host country, as opposed to the parent country Third-country nationals (TCNs) - employees born in a country other than the parent country or host country but who work in the host country 15-12 Levels of Global Participation Domestic Global Parent Country Host Country International Cor p orate headquar t ers Cor p orate headquar t ers Multinational Cor p orate headquar t ers Cor porate headquart ers Foreign Foreign Foreign Foreign subsidiar y subsidiar y subsidiar y subsidiar y Foreign subsidiar y Increasing Participation in Global Markets 15-13 Global Organizations  Global organizations compete on top-quality products and services with lowest costs  Attributes of Transnational HRM System: Transnational scope - HR decisions must be made from a global rather than a national or regional perspective Transnational representation reflects the multinational composition of a company's managers Transnational process - extent to which the company's planning and decision-making processes include representatives and ideas from a variety of cultures 15-14 Selection of Expatriate Managers  Successful expatriates have technical competence and ability to adjust to, and be sensitive to, a new culture Three dimensions include: Self Relationship Perception Use of women in expatriate assignments has proven beneficial for companies; men and women can perform equally well 15-15 Training and Development of Expatriates  Cross Cultural Training  Behavior in Meetings and Social Settings  Interpersonal and Communication Skills  Culture in the New Work Environment 15-16 Compensation of Expatriates Components of Total Pay Packages: Base Salary- annual salary, unadjusted Tax Equalization Allowances- payments for higher tax rates of other countries Benefits- continuation of, or substitute for, home benefits Allowances- cost-of-living, housing, education, and relocation payments 15-17 Reacculturation of Expatriates  Reentry may result in culture shock  60 to 70 % of expatriates not know what their position will be upon their return  25% leave the company within one year upon returning  Transition process necessitates communication of corporate changes while the expatriate is overseas and validation of the importance of the expatriate's international work  Training and rewards beyond salary and benefits are key 15-18 Summary  Companies competing globally require top-quality people  Many factors affect HRM in global environment such as culture, human capital and political, legal and economic systems  Need to effectively manage HR, especially regarding expatriates 15-19 [...]... Levels of Global Participation Domestic Global Parent Country Host Country International Cor p orate headquar t ers Cor p orate headquar t ers Multinational Cor p orate headquar t ers Cor porate headquart ers Foreign Foreign Foreign Foreign subsidiar y subsidiar y subsidiar y subsidiar y Foreign subsidiar y Increasing Participation in Global Markets 15-13 Global Organizations  Global organizations compete... compete on top-quality products and services with lowest costs  3 Attributes of Transnational HRM System: 1 Transnational scope - HR decisions must be made from a global rather than a national or regional perspective 2 Transnational representation reflects the multinational composition of a company's managers 3 Transnational process - extent to which the company's planning and decision-making processes... validation of the importance of the expatriate's international work  Training and rewards beyond salary and benefits are key 15-18 Summary  Companies competing globally require top-quality people  Many factors affect HRM in global environment such as culture, human capital and political, legal and economic systems  Need to effectively manage HR, especially regarding expatriates 15-19 ... Development of Expatriates  Cross Cultural Training  Behavior in Meetings and Social Settings  Interpersonal and Communication Skills  Culture in the New Work Environment 15-16 Compensation of Expatriates 4 Components of Total Pay Packages: 1 Base Salary- annual salary, unadjusted 2 Tax Equalization Allowances- payments for higher tax rates of other countries 3 Benefits- continuation of, or substitute...Managing Employees in a Global Context  A parent country is the country in which the company's corporate headquarters is located  A host country is the country in which the parent country organization seeks to locate (or has already located) a facility  A third country is a country other than the host country or parent country 15-11 Types of International Employees Expatriate - employee sent by a. .. representatives and ideas from a variety of cultures 15-14 Selection of Expatriate Managers  Successful expatriates have technical competence and ability to adjust to, and be sensitive to, a new culture Three dimensions include: 1 Self 2 Relationship 3 Perception Use of women in expatriate assignments has proven beneficial for companies; men and women can perform equally well 15-15 Training and Development... 4 Allowances- cost-of-living, housing, education, and relocation payments 15-17 Reacculturation of Expatriates  Reentry may result in culture shock  60 to 70 % of expatriates do not know what their position will be upon their return  25% leave the company within one year upon returning  Transition process necessitates communication of corporate changes while the expatriate is overseas and validation... by a company in one country to manage operations in a different country Three types of expatriates: 1 Parent-country nationals (PCNs) - employees who were born and live in a parent country 2 Host-country nationals (HCNs) - employees who were born and raised in the host country, as opposed to the parent country 3 Third-country nationals (TCNs) - employees born in a country other than the parent country