TAILIEUCHUNG - Lecture Human resource management (5/e) - Chapter 15: Managing human resources globally

After reading this chapter, you should be able to: Identify the recent changes that have caused companies to expand into international markets, discuss the four factors that most strongly influence HRM in international markets, list the different categories of international employees,. | 1 Managing Human Resources Globally After reading this chapter, you should be able to: Identify the recent changes that have caused companies to expand into international markets. Discuss the four factors that most strongly influence HRM in international markets. Chapter 15 Managing Human Resources Globally List the different categories of international employees. Identify the four levels of global participation and the HRM issues faced within each level. Discuss the ways companies attempt to select, train, compensate, and reintegrate expatriate managers. 15 Chapter Introduction Organizations now function in a global economy. International expansion can provide a competitive advantage: Entering different countries may provide large numbers of potential customers. Building production facilities in countries with low-cost labor may prove cost-efficient. Maquiladora plants The rapid increase in telecommunications and information technology enables work to be done more rapidly, efficiently, and effectively around the globe. Current Global Changes European Economic Community North American Free Trade Agreement The Growth of Asia Japan, China, Singapore, Hong Kong, and Malaysia are significant economic forces. General Agreement on Tariffs and Trade (GATT) Factors Affecting HRM in International Markets Human Resource Management Culture Political-Legal System Education - Human Capital Economic System Hofstede’s Cultural Dimensions Individualism/collectivism - the degree to which people act as individuals rather than as members of a group. Power distance - how a culture deals with hierarchical power relationships. Uncertainty avoidance - how cultures deal with the fact that the future is not perfectly predictable. Masculinity-femininity describes the division of roles between the sexes within a society. Long-term/short-term orientation - the tendency of a culture to focus on long-term benefit or short-term outcomes. Implications of Culture for HRM Cultures differ on such .

• Quản trị kinh doanh
• Human resources
• Human resource management
• Lecture Human resource management
• Quản trị nguồn nhân lực
• Managing human resources globally
• Human capital
• Handbooks of hospitality human resources management
• Hospitality human resources management
• Acquiring human resources
• Retaining human resources
• Human resources management
• Human resource management’s role
• Managing human resources
• Lecture Managing human resources
• Quality staff
• Human resources policies
• Human resources policy
• Procedures activities
• Planning training programs
• Human resources terms
• Leadership and development of leadership human resources
• Development of leadership human resources
• Development human resources
• Human resources Vietnam
• State owned enterprises
• The hospitality industry
• Hospitality managers
• Human resources activities
• Human resources responsibilities
• Employee on boarding
• Orientation programs
• Evaluating training programs
• Delivering training programs
• Employee recruitment
• Compensation programs
• Compensation management
• Performance management
• Performance appraisal
• Employee health
• Employee safety
• Critical issues
• Unionization process
• Evolving hospitality organizations
• Organizational change
• Developing human resources
• Critical human resource issues
• Human capital development
• HR practitioner’s view