what are strategies when managing across borders
multi-domestic
international
transnational
global
explain the global strategy (centralization, adaptation to local markets, focus)
centralization: High
Adaptation to local markets: low
Focus: efficiency
how does the global environment influence management
economic factors (trade agreements)
political legal factors (poorly protected property rights)
cultural factors (education, social structure, religious beliefs)
what are Hofstede’s cultural dimensions of power
distance - how much authority your manager has
individualism and collectivism - make decisions for yourself
masculinity (money, achievement, growth) - femininity (balance, work environment)
uncertainty avoidance - risk taking
confucian dynamism - long term versus short term
indulgence versus restraint - enjoying life and having fun
whats the difference between Canadian and international HRM
greater emphasis on relocation, employee orientation, and employee services required in specific countries
more complexity
use of HRMS to monitor international assignments
What are some international recruitments
expatraites - send employees to the other country
Host-country nationals - hiring someone for your international organization that is apart of that country
third country nationals - employees hired by a company to work in a country that is neither the employee’s home country nor the country where the company’s headquarters is located
transnational teams - groups of employees from different countries who collaborate to achieve a common goal, leveraging diverse expertise across various geographic locations
how do you attract global talent
Brand: having a reputation as an employer where people can excel
Compensation: ensuring that the rewards program is competitive and fits the local circumstances as well as what applies in the home country
Development: increasing employees skills and competencies
Culture: understanding the local environment and what additional supports might be necessary to attract and retain employees
how do you go about international selection
- begin with self identification
- create a candidate pool
- ensure person-job fit
- ensure person-location fit (consider family as well)
what are some considerations when selecting an expatriate employee
ability to do the job
ability to speak different languages
ability to adapt to new environments
ability to make effective decisions
ability to work in teams
ability to respect diversity
whats included in international training and development
content (language training, cultural sensitivity training)
training the entire family
career development
repatriation
what is international performance management
reviewing performance (who should do this)
performance criteria
providing feedback
what does culture shock mean
Ongoing stress and unhappiness due to the inability to adapt to a new way of life in a foreign country
what are some international rewards and recognitions
compensation of host country employees
compensation of host country managers
compensation of expatriate employees
explain the transnational strategy (centralization, adaptation to local markets, focus)
centralization: Medium
Adaptation to local markets: High
Focus: efficiency + flexibility
explain the international strategy (centralization, adaptation to local markets, focus)
centralization: Low
Adaptation to local markets: Low
Focus: Export, brand identity
explain the multi-domestic strategy (centralization, adaptation to local markets, focus)
centralization: Low
Adaptation to local markets: High
Focus: Local responsiveness
