文档介绍：Chap015 Managing Human Resources Globally
Chapter 15
Managing Human Resources Globally
Human Resource Management:
Gaining petitive Advantage
Copyright ? 2010 by the McGraw-panies, Inc3>. All rights reserved.
McGraw-Hill/Irwin
McGraw-Hill/Irwin ?2010 The McGraw-panies, All Rights Reserved CH 15
Learning Objectives
Identify recent changes that have panies 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 panies select, train, compensate and reintegrate expatriate managers.
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Introduction
Organizations function in a global economy.
petition is #1 factor affecting HRM.
International expansion can provide petitive advantage:
large numbers of potential customers.
low-cost labor
Maquiladora plants
munications and information technology enables work to be done more rapidly, efficiently and effectively around the globe.
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Current Global Changes
European munity
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)
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Factors Affecting HRM
in International Markets
Human Resource
Management
Culture
Political-
Legal
System
Education -
Human Capital
Economic
System
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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 es.