Managing Global Human Resources

HUMAN RESOURCES

MANAGING GLOBAL

HR GLOBE CONSULTINGwww.hrglobeconsulting.com

Globalization – Many companies have extensive overseas operations.Success depends upon- Marketing & Managing overseas.The capability to become global – key determinant of success of Indian firms.

INDIAN COMPANIES WITH OVERSEAS OPERATIONS

GLOBAL PRESSURES

DEPLOYMENT

KNOWLEDGE AND

INNOVATION DISSEMINATIO

N

IDENTIFYING &

DEVELOPING TALENT

INTER-COUNTRY DIFFERENCES Cultural factors –influence HRM practices &

policies.But globalization is blurring national differences

in cultures , best depicted by Mc Donald’s.Economic systems- France though a capitalist society- imposed

restrictions on-Employers rights to discharge workers.Limited no. of hours an employee can legally

work.

Legal & Industrial relation factors- - Work councils have there own norms. CODETERMINATION- Employees have legal right to a voice in setting companies policies. - Followed in Germany.

VARIATIONS IN HR

PRACTICES GLOBALLY

RECRUITING

SELECTION

APPRAISING

COMPENSATION

MAKING GLOBAL HR SYSTEM ACCEPTABLE

Three best practices :-Global systems are more acceptable in truly

global organizations.Investigate pressures to differentiate &

determine their legitimacy. Try to work within the context of strong

corporate culture.

BEST GLOBAL PRACTICES

DO’S Integrate global tools into local systems. Create strong corporate culture. Create global network for system

development. Treat local people as equal partners. Differentiate when necessary. Communicate! Communicate ! Communicate. Dedicate resources for global HR efforts.

DONT’S Try to do everything same way everywhere. Yield to every claim “ We are different’ &

prove it. Use local people just for implementation. Use same tools globally. Ignore cultural differences. let technology drive your system design- you

can’t assume every location has same level of technology investment.

THANK YOU

HR GLOBE CONSULTINGwww.hrglobeconsulting.com