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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS LESSON11-1 GOALS Differentiate between host-country nationals, parent-country nationals, and third-country nationals Define the four dominant human resources management approaches. FOUNDATIONS OF HUMAN RESOURCES MANAGEMENT
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 2 Who Makes Up the Labor Market? Host-country nationals Expatriates Parent-country nationals Third-country nationals
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 3 Four Human Resources Management Approaches Ethnocentric approach Polycentric approach Regiocentric approach Geocentric approach
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS LESSON11-2 GOALS Explain how staffing needs are determined. Describe how potential employees are recruited. Describe three factors to consider when hiring job applicants. SELECTING AND TRAINING STAFF
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 5 Determining Staffing Needs Employment forecasting Supply analysis Job description
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 6 Recruiting Potential Employees Job opening announcement Inside the company Outside the company Type of employee needed
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 7 Selecting Qualified Employees Competence Adaptability Personal characteristics
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS LESSON11-3 GOALS Understand the importance of training and development for global employees. Identify the common types of training and develop- ment for international employees. Explain how training and development programs reduce the chance of employee failure. MAXIMIZATION OF HUMAN RESOURCES
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 9 Types of Training and Development Job-related issues Language and relationship issues Cross-cultural training Spousal employment counseling
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 10 Training and Development Help to Prevent Failure Why global employees fail Reducing the chance of employee failure
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS LESSON11-4 GOALS Understand that employee motivation is culturally based. Explain the common components of compensation packages for parent-country nationals. Appreciate the complexities of evaluating employee perform- ance in an international setting. List strategies that help to minimize repatriation problems. RETAINING HUMAN RESOURCES
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© SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 12 Retaining Human Resources Cultural employee motivation Compensating employees Cultural sensitivity Base salary Expatriate bonus Cost-of-living adjustment Employee benefits Evaluating employee performance Anticipating repatriation
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