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1、 u u学习习方式：全国招生 函授学习 权威双证 国际互认u认证项认证项 目：注册高级职业经级职业经 理、人力资资源总监总监 、营销经营销经 理、财务总监财务总监 、酒店经经理、企业业培训师训师 、品质经质经 理、 生产经产经 理、营销营销 策划师师等高级资级资 格认证认证 。u颁发颁发 双证证：通用高级职业经级职业经 理资资格证书证书 （全国通用钢钢印证书证书 ）MBA高等教育研修结业证书结业证书 （随证书证书 附全套 学籍档案与高等教育人才推荐函）u收费标费标 准 ：仅仅收取1280元 网址： u报报名电话电话 ：045188723232 咨询询教师师:王海涛老师师u地址：哈尔滨滨市道外区
2、南马马路120号职职工大学109室美华华教育。u近千本MBA职业经职业经 理教程免费费下载载u-请请速登陆陆：Managing Human Resources GloballyAfter reading this chapter, you should be able to:uIdentify the recent changes that have caused companies to expand into international markets. uDiscuss the four factors that most strongly influence HRM in intern
3、ational markets.Chapter15Managing Human Resources GloballyuList the different categories of international employees.uIdentify the four levels of global participation and the HRM issues faced within each level.uDiscuss the ways companies attempt to select, train, compensate, and reintegrate expatriat
4、e managers.15ChapterIntroductionuOrganizations now function in a global economy.uInternational expansion can provide a competitive advantage: uEntering different countries may provide large numbers of potential customers.uBuilding production facilities in countries with low-cost labor may prove cost
5、-efficient. uMaquiladora plantsuThe rapid increase in telecommunications and information technology enables work to be done more rapidly, efficiently, and effectively around the globe.McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Current Global ChangesuEuropean Economic
6、CommunityuNorth American Free Trade AgreementuThe Growth of AsiauJapan, China, Singapore, Hong Kong, and Malaysia are significant economic forces. uGeneral Agreement on Tariffs and Trade (GATT)McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Factors Affecting HRM in Interna
7、tional MarketsHuman Resource ManagementCulturePolitical-Legal SystemEducation - Human CapitalEconomic SystemMcGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Hofstedes Cultural DimensionsuIndividualism/collectivism - the degree to which people act as individuals rather than
8、as members of a group.uPower distance - how a culture deals with hierarchical power relationships.uUncertainty avoidance - how cultures deal with the fact that the future is not perfectly predictable.uMasculinity-femininity describes the division of roles between the sexes within a society.uLong-ter
9、m/short-term orientation - the tendency of a culture to focus on long-term benefit or short-term outcomes.McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Implications of Culture for HRMuCultures differ on such things as leadership, decision-making, and motivation. uCulture
10、s influence the appropriateness of HRM practices.uCultures may influence compensation systems.uCultural differences can affect the communication and coordination processes in organizations.McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Education/Human CapitaluCountries di
11、ffer in their levels of human capital. uA countrys human capital is determined by a number of variables, primarily, educational opportunity.uCountries with low human capital attract facilities that require low skills and low-wage levels.uCountries with high human capital are attractive sites for dir
12、ect foreign investment that creates high- skill jobs.McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Political/Legal SystemuDictates the requirements of certain HRM practices, such as training, compensation, hiring, firing, and layoffs. uThe legal system is an outgrowth of
13、 the culture, reflecting societal norms.uUnited States has led the world in eliminating discrimination in the workplace and controlling the process of labor management negotiations.uGermany has provided employees with a legal right to “codetermination“ in the workplace.uThe EEC provides for the fund
14、amental social rights of workers: freedom of movement and freedom to choose ones occupation and be fairly compensated.McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Economic SystemuUnder socialist economies, there is little economic incentive to develop human capital, but
15、 ample opportunity exists because education is free.uIn capitalist systems, the opposite situation exists, with higher tuition at state universities but economic incentives exist through individual salaries McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.Types of Internati
16、onal EmployeesuA parent country is the country in which the companys corporate headquarters is located.uA host country is the country in which the parent country organization seeks to locate (or has already located) a facility.uA third country is a country other than the host country or parent country.uAn expatriate is an employee sent by a company in one country to manage op
