1. MANAGING GLOBAL HR GLOBE CONSULTING www.hrglobeconsulting.com Jasmeen (Manager Sales)

2. Globalization – Many companies have extensive overseas operations. Success depends upon- Marketing & Managing overseas. The capability to become global – key determinant of success of Indian firms.

3. INDIAN COMPANIES WITH OVERSEAS OPERATIONS

4. GLOBAL PRESSURES DEPLOYMENT KNOWLEDGE AND INNOVATION DISSEMINATION IDENTIFYING & DEVELOPING TALENT

5. INTER-COUNTRY DIFFERENCES Cultural factors –influence HRM practices & policies. But globalization is blurring national differences in cultures, best depicted by Mc Donald’s. Economic systems- France though a capitalist society- imposed restrictions on- Employers rights to discharge workers. Limited no. of hours an employee can legally work.

6. Legal & Industrial relation factors- - Work councils have there own norms. CODETERMINATION- Employees have legal right to a voice in setting companies policies. - Followed in Germany.

7. VARIATIONS IN HR PRACTICES GLOBALLY RECRUITINGSELECTION APPRAISING COMPENSATIO N

8. MAKING GLOBAL HR SYSTEM ACCEPTABLE Three best practices :- Global systems are more acceptable in truly global organizations. Investigate pressures to differentiate & determine their legitimacy. Try to work within the context of strong corporate culture.

10. DO’S Integrate global tools into local systems. Create strong corporate culture. Create global network for system development. Treat local people as equal partners. Differentiate when necessary. Communicate! Communicate ! Communicate. Dedicate resources for global HR efforts.

11. DONT’S Try to do everything same way everywhere. Yield to every claim “ We are different’ & prove it. Use local people just for implementation. Use same tools globally. Ignore cultural differences. let technology drive your system design- you can’t assume every location has same level of technology investment.

12. THANK YOU HR GLOBE CONSULTING www.hrglobeconsulting.com