1. International Aspects of HRM Globalization of the economy & organization US workers compared to workers in other countries Global aspects of HRM functions Barriers to success in global HRM EEO implications for global HRM

2. Globalization & the Organization International trade: Spurred by lower transportation costs and technology, lower trade barriers, opening of markets in developing countries and Eastern Europe Multinational organizations Economic interdependence

3. Cultural Variation Self & space Time Appearance & eating Relationships –invidivualistic Vs collective –power –uncertainty avoidance Learning & motivation Leadership Communication

4. HR Activities Terminology: –Expatriates –Host-country national –Third-country national Recruitment & staffing Training & development –Culture shock Vs cultural convergence

5. Development of Managers for Global Operations

6. HR Activities, Cont. Compensation –Localization –Home country base –Balance sheet approach Safety and health Employee and labor relations NAFTA

7. Barriers to Successful Global HRM Political and legal factors Cultural factors Economic factors Labor relations EEO and Global HRM

8. Backwards & Forwards Summing up : Today’s discussion on international aspects of HRM began with a review of the global economy and some ways or dimensions on which to differentiate cultures. The we considered HR activities in global corporations, some barriers to effective global HRM and the impact of EEO and affirmative action on global HRM. Looking ahead: Next time we conclude the semester by looking at competitive strategies and high performance work practices.