Functions of International Human Resource Management
FUNCTIONS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Paolo Carlucci
Atanas Atanasov
Aneta Cholevová
Content
FUNCTIONS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT 1
THE INTERNATIONALIZATION OF BUSINESS 2 The Growth of International Business 2 HR and the International Business Challenge 3 How Intercountry Differences Affect HRM 4
IMPROVING INTERNATIONAL ASSIGNMENTS THROUGH SELECTION 5 Why International Assignments Fail 5 International Staffing: Sources of Managers 5 International Staffing Policy 6 Selecting International Managers 7
TRAINING AND MAINTAINING INTERNATIONAL EMPLOYEES 8 Orienting and Training Employees for International Assignments 8 International Compensation 8 Performance Appraisal of International Managers 10 International Labour Relations 10 Safety and Fair Treatment Abroad 12 Repatriation: Problems and Solutions 12
THE INTERNATIONALIZATION OF BUSINESS
The Growth of International Business
As a result of this internationalization, companies must increasingly be managed globally, but this confronts managers with several challenges. Market, product, and production plans must be coordinated on a worldwide basis, for instance, and organization strutures capable of balancing centralized home-office control with adequate local autonomy must be created.
For example, Ford Motor Company today is managed as a global business. Activities such as product development and vehicle design are conducted on a worldwide basis, rather than in regional development centers. Manufacturing and purchasing are also handled globally. Ford approaches HR on the same global basis, "moving employees from anywhere to anywhere if they're the best ones to do the job." At Ford and at other global companies, this kind of global HR perspective "requires understanding different cultures, what motivates people from different societies, and how that's reflected in the structure of international assignments." As a result, some of the
Paolo Carlucci
Atanas Atanasov
Aneta Cholevová
Content
FUNCTIONS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT 1
THE INTERNATIONALIZATION OF BUSINESS 2 The Growth of International Business 2 HR and the International Business Challenge 3 How Intercountry Differences Affect HRM 4
IMPROVING INTERNATIONAL ASSIGNMENTS THROUGH SELECTION 5 Why International Assignments Fail 5 International Staffing: Sources of Managers 5 International Staffing Policy 6 Selecting International Managers 7
TRAINING AND MAINTAINING INTERNATIONAL EMPLOYEES 8 Orienting and Training Employees for International Assignments 8 International Compensation 8 Performance Appraisal of International Managers 10 International Labour Relations 10 Safety and Fair Treatment Abroad 12 Repatriation: Problems and Solutions 12
THE INTERNATIONALIZATION OF BUSINESS
The Growth of International Business
As a result of this internationalization, companies must increasingly be managed globally, but this confronts managers with several challenges. Market, product, and production plans must be coordinated on a worldwide basis, for instance, and organization strutures capable of balancing centralized home-office control with adequate local autonomy must be created.
For example, Ford Motor Company today is managed as a global business. Activities such as product development and vehicle design are conducted on a worldwide basis, rather than in regional development centers. Manufacturing and purchasing are also handled globally. Ford approaches HR on the same global basis, "moving employees from anywhere to anywhere if they're the best ones to do the job." At Ford and at other global companies, this kind of global HR perspective "requires understanding different cultures, what motivates people from different societies, and how that's reflected in the structure of international assignments." As a result, some of the