1. © 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

2. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 2 Who Makes Up the Labor Market? Host-country nationals Expatriates Parent-country nationals Third-country nationals

3. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 3 Four Human Resources Management Approaches Ethnocentric approach Polycentric approach Regiocentric approach Geocentric approach

4. © 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

5. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 5 Determining Staffing Needs Employment forecasting Supply analysis Job description

6. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 6 Recruiting Potential Employees Job opening announcement Inside the company Outside the company Type of employee needed

7. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 7 Selecting Qualified Employees Competence Adaptability Personal characteristics

8. © 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

9. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 9 Types of Training and Development Job-related issues Language and relationship issues Cross-cultural training Spousal employment counseling

10. © SOUTH-WESTERN THOMSONINTERNATIONAL BUSINESS 10 Training and Development Help to Prevent Failure Why global employees fail Reducing the chance of employee failure

11. © 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

12. © 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