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Managing Globalize Human
Resource
Presented to: Ma’am Moshina
Presented by : Rabia Yahya
Aqsa Nawab Iram Shehzadi
Iqra bashir Farhat Iftakhar
Human Resource Management (HRM)
“ It refers to the activities an organization carries out to use its human resources effectively”.
In simple words:
“if a firm or an organization expands its sales or production beyond the national boundaries, then it is globalization”
Globalization
Globalization means:
“ Processes that reduce barriers among countries”
How Different Is Globalize HR
Different labor markets Mobility problem legal economic culture barriers Different management styles Varied compensation Labor laws
Benefits of Globalization * Free flow of capital , increased in total capital employed . * Free flow of technology . * Increase in industrialization. * Spread of production facilities through out the global. * Balanced development of world economies. * Increase in consumption . * High living standards . * Balanced human development . * Decrease in unemployment rate .
Main functions global HRM 1. Staffing and recruiting
2. Salaries and compensation 3. Training and development
4. Administration
5. Performance appraisal
6. Employee relation
Strategic Role of Globalize HR Performance appraisal to measure the behavior ,firm wants to encourage . Compensation must create incentives for action inline with the strategy . Effective training to acquire right skill set to help performance jobs effectively . Behavior , congruent with the desired organization culture. Right people at right posting. Strategy is implementation through organization architecture.
Staffing Policy &
HRM Issues International Business
Staffing policy is concerned with the selection of employees for particular jobs.
Selecting individuals who have the skill to do a particular jobTool for developing and promoting the desired corporate culture (norms & value system) of the firm
Managers should decide most suitable staffing policy to success in HRM international business.
Types Of Staffing Policy Approaches
There are three types of staffing policy:
I. Ethnocentric approachII.Polycentric approachIII.Geocentric approach
Ethnocentric approacho All key management positions are filled by parent – country nationals.o One’s own culture is superioro Overlooks important cultural factorso Host country lacks qualified professionalso Maintain a unified corporate cultureo Create value by transferring core competencieso Limits advancement opportunities for host country nationalso Leads to resentment, lower productivity, and high turnover in employees.o E.g.: Procter & Gamble, Toyota.
Polycentric approach
Decentralized control Business Units in different countries have autonomy from home office, like a local Co. No standard forms or procedures Recruits host country nationals to manage subsidiaries, while parent country nationals occupy key positions at corporate HQ. Less expensive to implement
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.• Hybrid of Ethno and Poly• Enables firms to make best use of its HR• Helps building a strong unifying corporate culture and informal management network.
Types Of HRM Issues In International Business
Expatriation Compensation Repatriation
Expatriation
o HR managers must determine when or where to expatriate.o Expatriate workers are frequently assigned to key positions in overseas operations.
Compensation
o The compensation of expatriate workers must be examined along with compensation of local workers and the compensation of workers in the home country.
Repatriationo Repatriation happens when the worker needs to come back to the home country, usually to continue working for the companyo Repatriation also happens when the expatriate worker retires
Effect of Globalization on HRM