Projecting global competence supply, forecasting global competence needs, and developing a blueprint to establish global competence pools within companies.
STRATEGIC INTERNATIONAL HRM PLANNING
Human resources management issues, functions, policies, and practices that result from the strategic activities of multinational enterprises and that affect the international concerns and goals of those enterprises.
STRATEGIC INTERNATIONAL HRM
Internationalized by exporting goods abroad as a means of seeking new markets.
DOMESTIC STRATEGY
A strategy that concentrates on the development of foreign markets by selling to foreign nationals.
MULTIDOMESTIC STRATEGY
HRM systems for foreign subsidiaries that will be consistent with the local economic, political, and legal environment.
ADAPTIVE IHRM APPROACH
Standardizing the products and services around the world to gain efficiency.
MULTINATIONAL STRATEGY
Transferring home HRM systems to foreign subsidiaries without modifying or adapting to the local environment.
EXPORTIVE IHRM APPROACH
Introducing culturally sensitive products in chosen countries with the least amount of cost.
GLOBAL STRATEGY
Combining home HR practices with local practices and selecting the most qualified people for the appropriate positions no matter where these candidates come from.
INTEGRATIVE IHRM APPROACH
2 purposes of international assignments:
- STRATEGIC CONTROL
- TRANSFER OF KNOWLEDGE AND SKILLS
This category of assignment is intended to retain the culture, structure, and decision processes of the home-country firm.
STRATEGIC CONTROL
This type of assignment to bring necessary skills to the host-country firm.
TRANSFER OF KNOWLEDGE AND SKILLS
5 types of international assignments:
- FREQUENT FLYERS
- INTERNATIONAL COMMUTERS
- SHORT-TERM ASSIGNMENT
- EXPATRIATE ASSIGNMENT
- PERMANENT TRANSFER
This type of assignment is for the employee who takes more than the occasional business trip.
FREQUENT FLYERS
They work in the host country, but continue to live in the home country.
INTERNATIONAL COMMUTERS
This type of assignment describes any relocation assignment lasting less than a year.
SHORT-TERM ASSIGNMENT
A form of international assignment where the employee is relocated for a period of time usually in excess of a year.
EXPATRIATE ASSIGNMENT
Type of international assignment when the employee is permanently moved from the home country to the host country.
PERMANENT TRANSFER
Individuals from the subsidiary country who know the foreign cultural environment well.
HOME-COUNTRY NATIONALS (HCN)
Individuals from headquarters who are highly familiar with the firm’s products and services, as well as with its corporate culture.
PARENT-COUNTRY NATIONALS (PCN)
Individuals from a third country who have intensive international experience and know the corporate culture from previous working experience with corporate branches in a third country.
THIRD-COUNTRY NATIONALS (TCN)
3 dimensions of cross-cultural competencies:
- SELF-MAINTENANCE COMPETENCIES
- RELATIONSHIP COMPETENCIES
- PERCEPTUAL COMPETENCIES
Which refer to the capability to substitute sources of reinforcement when necessary and deal with alienation and isolation.
SELF-MAINTENANCE COMPETENCIES
Which refer to the capability to develop and maintain relationships with home-country nationals (HCNs).
RELATIONSHIP COMPETENCIES
