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Pol. Paivand Sepehri s HRM Course Department of Industrial Engineering Faculty of Engineering University of Tehran(Z!u ] 0After this presentation, you should be able to:"1" 1XList the HRM challenges of international business. Discuss global staffing issues and the global differences and similarities in HR practices. Explain five ways to improve international assignments through selection. Discuss how to train, maintain and compensate international employees. Detect challenges in appraising international assignees.&Y " }f<Y4The Management Challenges of International BusinessCoordinating market, product, and production plans on a worldwide basis. Creating organization structures capable of balancing centralized home-office control with adequate local autonomy. etc.(2,The HR Challenges of International BusinessDeployment Easily getting the right skills to where we need them, regardless of geographic location. Knowledge and innovation dissemination Spreading state-of-the-art knowledge and practices throughout the organization regardless of where they originate. Identifying and developing talent on a global basis Identifying can function effectively in a global organization and developing his or her abilities. (Z (' (s (5 (c ( Z's5c   Global Staffing IssuesPSelecting candidates for overseas assignment Assignment terms and documentation Relocation processing and vendor management Immigration processing Cultural and language orientation and training Compensation administration and payroll processing Tax administration Career planning and development Handling of spouse and dependent matters,Q #P% Staffing the Global OrganizationHInternational staffing: Home or local? Expatriates (expats): Noncitizens of the countries in which they are working. Home-country nationals: Citizens of the country in which the multinational company has its headquarters. Third-country nationals: Citizens of a country other than the parent or the host country. Offshoring Having local employees abroad do jobs that the firm s domestic employees previously did in-house.'   b ' :SC b"3Global Differences and Similarities in HR PracticesPersonnel Selection Procedure The Purpose of the Performance Appraisal Training and Development Practices The Use of Pay Incentives'(Values and International Staffing PolicyBEthnocentric The notion that home-country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country has to offer. Polycentric A conscious belief that only the host-country managers can ever really understand the culture and behavior of the host-country market. Geocentric The belief that the firm s whole management staff must be scoured on a global basis, on the assumption that the best manager of a specific position anywhere may be in any of the countries in which the firm operates.           ( Why Expatriate Assignments Fail?Personality Personal intentions Family pressures Inability of the spouse to adjust Inability to cope with larger overseas responsibility. Lack of cultural skills)&Helping Expatriate Assignment Succeed zProviding realistic previews of what to expect Careful screening Cultural and language training Improved benefits packages{ ({*Selecting Expatriate Managers(Adaptability screening Assessing the assignee s (and spouse s) probable success in handling the foreign transfer. Overseas Assignment Inventory Test (OAIT) A test that identifies the characteristics and attitudes international assignment candidates should have. Realistic previews The problems to expect in the new job as well as about the cultural benefits, problems, and idiosyncrasies of the country.j{[*j  {5NFive Important Factors in International Assignee Success, and Their ComponentsOO +4Orienting and Training for International AssignmentSThere is little or no systematic selection and training for assignments overseas. Training is needed on: The impact of cultural differences on business outcomes. How attitudes (both negative and positive) are formed and how they influence behavior. Factual knowledge about the target country. Language and adjustment and adaptation skills.6i ( (i,Trends in Expatriate TrainingRotating assignments that permit overseas managers to grow professionally. Management development centers around the world where executives hone their skills. Classroom programs provide overseas executives with educational opportunities similar to stateside programs. Continuing, in-country cross-cultural training Use of returning managers as resources to cultivate the  global mind-sets of their home-office staff. Use of software and the Internet for cross-cultural training.-Compensating ExpatriatesThe  Balance Sheet Approach Home-country groups of expenses income taxes, housing, goods and services, and discretionary expenses are the focus of attention. The employer estimates what each of these four expenses is in the expatriate s home country, and what each will be in the host country. The employer then pays any differences such as additional income taxes or housing expenses.6 (f (f;The Balance Sheet Approach (Assumes Base Salary of $80,000)<<. IncentivesnForeign service premiums Financial payments over and above regular base pay, and typically range between 10% and 30% of base pay. Hardship allowances Payments to compensate expatriates for exceptionally hard living and working conditions at certain foreign locations. Mobility premiums Lump-sum payments to reward employees for moving from one assignment to another.ivQivQ /Appraising Expatriate ManagersChallenges in appraising oversea managers Determining who should appraise these managers. Deciding on which factors to base the appraisal. Improving the expatriate appraisal process Stipulate the assignment s difficulty level, and adapt the performance criteria to the situation. Weigh the evaluation more toward the on-site manager s appraisal than toward the home-site manager s. If the home-office manager does the actual written appraisal, use a former expatriate from the same overseas location for advice.L*J*J0,Differences in International Labor Relations--VCentralization Union structure Employer organization Union recognition Union security \V ( (6 OContent and scope of bargaining Grievance handling Strikes Worker participation>P (22$Repatriation: Problems and SolutionsProblem Making sure that the expatriate and his or her family don t feel that the company has left them adrift. Solutions Match the expat and his or her family with a psychologist trained in repatriation issues. Make sure that the employee always feels that he or she is still  in the loop with what s happening back at the home office. Provide formal repatriation services.l h   h 3$Conclusion; Auditing the HR Function8What should HR s functions be? Participants then rate each of these functions to answer the question,  How important are each of these functions? Next, they answer the question,  How well are each of the functions performed? Next, compare (2) and (3) to focus on  What needs improvement? Then, top management needs to answer the question,  Overall, how effectively does the HR function allocate its resources? (6Thanks for being with us.E /7$  0` ` ̙33` 333MMM` ff3333f` f` f` 3>?" dd@ 3?dd@33 3f " @ ` n?" dd@   @@``PZ    @ ` `$3p>>L0  (  @   ([m`___g  ))? Z<P#" `` m T Click to edit Master title style! !P  0L`m " <$  0 m RClick to edit Master text styles Second level Third level Fourth level Fifth level!     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