BZUPAGES.COM Presentation On “Managing Global Human Resources” Kamran Ghaffar Roll # MIT-3 rd Semester Institute of Computing Bahauddin Zakariya University Multan

BZUPAGES.COM Outline  Orienting & training of International Assignment  Trends in Expatriate Training  Compensating Expatriates  Incentives  Appraising Expatriate Manager  Difference in International Labor Relations  Terrorism, Safety & Global HR  Repatriation

BZUPAGES.COM Orienting & Training for International Assignment  The impact of culture differences on business outcomes.  How attitudes & how they influence behavior.  Factual knowledge  Language, adjustment, adaptation skills.

BZUPAGES.COM Trends In Expatriate Training  Rotating Assignment  Management development centers  Classroom programs  Use of Software

BZUPAGES.COM Compensating Expatriates  Home Country group of Expenses Income taxesIncome taxes Goods & servicesGoods & services HousingHousing Discretionary expensesDiscretionary expenses  Employer Estimates each of these four expenses Home CountryHome Country Host CountryHost Country  Pays additional income taxes or housing expense.

BZUPAGES.COM Incentives  Foreign Services Premium Typically range b/w 10% & 30% of base payTypically range b/w 10% & 30% of base pay  Hardship Allowances Hard livingHard living Working ConditionsWorking Conditions Certain Foreign LocationsCertain Foreign Locations  Mobility Premiums Lump-Sum paymentLump-Sum payment

BZUPAGES.COM Appraising Expatriate Managers  Challenges in appraising Oversea Managers Determine who should appraise the ManagerDetermine who should appraise the Manager Deciding on which factors to base the appraisalDeciding on which factors to base the appraisal  Improving the Expatriate appraisal Process Stipulate the assignment difficulty levelStipulate the assignment difficulty level Adapt the performance criteria.Adapt the performance criteria. Weigh the evaluationWeigh the evaluation ► One site manager appraisal ► Home-site managers appraisal Use a former expatriate from the same overseas location for advice.Use a former expatriate from the same overseas location for advice.

BZUPAGES.COM Difference In International Labor Relation  Centralization Collective bargaining in Western Europe is industry wide or regionally oriented.Collective bargaining in Western Europe is industry wide or regionally oriented. In U.S Enterprise or Plant level.In U.S Enterprise or Plant level.  Union Structure Local union tend to have less autonomy & decision making power.Local union tend to have less autonomy & decision making power.  Employer Organization Employer associations tend to perform collective bargaining role.Employer associations tend to perform collective bargaining role.  Union Recognition Much less formal than in U.SMuch less formal than in U.S

BZUPAGES.COM Cont…………  Union Security Closed shop agreementsClosed shop agreements  Content & Scope of Bargaining Focus on wages, hours & working conditionsFocus on wages, hours & working conditions Minimum wages & employment conditions with individual employers.Minimum wages & employment conditions with individual employers.  Grievance Handling Much less often than in United StateMuch less often than in United State Legislated machinery outside the union formal contrlo.Legislated machinery outside the union formal contrlo.

BZUPAGES.COM Cont…………  Strikes Occur less frequently in Europe.Occur less frequently in Europe.  Worker Participations Worker can participate directly in the management of the enterprise.Worker can participate directly in the management of the enterprise. e.g. Councils & co-determination.

BZUPAGES.COM Know Your Employment Law  Terrorism, Safety, & Global HR  Taking Protective Measures  Kidnapping & Ransom Insurance KidnappingKidnapping ExtortionExtortion DetentionDetention  Threats to Property or Products

BZUPAGES.COMRepatriation  Problem The expatriate family don’t feel the company has left them adrift.The expatriate family don’t feel the company has left them adrift.  Solutions The employee always feel that he or she is still in the loop.The employee always feel that he or she is still in the loop. Provide formal repatriation ServicesProvide formal repatriation Services