GLOBAL H.R.

M
Submitted by:
GROUP SIX
VIKRANT SHAH 22
PRIYANK GHAROTE 12
UJJWAL 21
RAJIV S 13

Global Human Resource Management

It refers to the activities an organization carries out to use its human
resources effectively.
These activities include:
i.
Determine firms HR strategy
ii.
Staffing
iii. Performance Evaluation
iv.
Management Development
v.
Compensation
vi.
Labour relations

How different is Global HRM?

Several key factors make Global HRM different from domestic management:
i.

Different labor markets

ii.

Mobility problems: legal, economic, cultural barriers

iii.

Different management styles

iv.

Varied compensation practices

v.

Labour laws.

Strategic Role of Global HRM

Strategy is implemented through organizational architecture

Right people at right postings

Effective training to acquire right skill set to help perform jobs effectively.

Performance appraisal to measure the behavior, firm wants to encourage

Types of staffing policies

There are three types of staffing policies :

i.

Ethnocentric approach

ii.

Polycentric approach

iii.

Geocentric approach

Ethnocentric approach

All key management positions are filled by parent country nationals.

Ones own culture is superior.

Overlooks important cultural factors.

Host country lacks qualified professionals.

Maintain a unified corporate culture

Polycentric approach

Decentralized control

No standard forms or procedures

Less expensive to implement

Host country nationals have limited opportunities to gain experience outside their
own countries

Firm is less likely to suffer from cultural myopia

Geocentric approach

It seeks the best people for key jobs, throughout the organization, regardless of
nationality.

Based on informed knowledge of home and host countries

Enables firms to make best use of its HR

Reduces cultural myopia

Helps building a strong unifying corporate culture and informal management network

Expatriate Management

Expatriate Managers: Expatriates are citizens of one country, who are working in
another country

Expatriate selection:

Four dimensions that predict success in a foreign posting:

1.

Self orientation self esteem, self confidence, mental well being, adapt their interest
in food, sports, music and hobbies.

2.

Others orientation ability to interact with host countrys nationals, relationship

development and willingness to communicate by learning local language

3.

Perceptual ability to understand the particular behavior of people in host countries

4.

Cultural toughness relationship between country of assignment and how well an

expatriate adjusts

STEP II-After selection, the next step is training the manager to do the specific job.

To enhance management and leadership skills of executives.

STEP III- Performance Appraisal :

1.

2 groups evaluate the performance of Expatriates:- Host country managers and home
country managers

2.

Consultation of home country manager to balance out.

3.

onsite manager should evaluate soft variables of expatriates performance

STEP IV-COMPENSATION

Payments according to global standards or country specific standards.

THANKS