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 firm’s HR strategyii. Staffingiii. Performance Evaluationiv. Management Developmentv. Compensationvi. 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.

One’s 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 country’s 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 expatriate’s performance

STEP IV-COMPENSATION

Payments according to global standards or country specific standards.

THANKS