global hrm group 6.pptx
TRANSCRIPT
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GLOBAL H.R.M
Submitted by:
GROUP SIX
VIKRANT SHAH 22
PRIYANK GHAROTE 12
UJJWAL 21
RAJIV S 13
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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
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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.
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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
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Types of staffing policies
There are three types of staffing policies :
i. Ethnocentric approach
ii. Polycentric approach
iii. Geocentric approach
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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
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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
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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
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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
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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.
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THANKS
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