1. © 2011 South-Western | Cengage Learning Human Resources Management 11-1 11-1Foundations of Human Resources Management 11-2 11-2Selecting and Hiring Staff 11-3 11-3Maximization of Human Resources 11-4 11-4Retaining Human Resources CHAPTER 11

2. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 2 11 LESSON 11-1 Foundations of Human Resources Management GOALS Differentiate between host-country nationals, parent-country nationals, and third-country nationals Define the four dominant human resources management approaches.

3. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 3 11 Global Human Resource Management Worldwide labor markets Worker mobility Managerial practices Global orientation Control

4. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 4 11 Who Makes Up the Labor Market? Host-country nationals Expatriates Parent-country nationals Third-country nationals

5. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 5 11 Four Human Resources Management Approaches Ethnocentric approach Polycentric approach Regiocentric approach Geocentric approach

6. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 6 11 Ethnocentric Approach to Human Resource Management

7. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 7 11 Polycentric Approach to Human Resource Management

8. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 8 11 Regiocentric Approach to Human Resource Management

9. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 9 11 Geocentric Approach to Human Resource Management

10. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 10 11 LESSON 11-2 Selecting and Hiring Staff GOALS Explain how staffing needs are determined. Describe how potential employees are recruited. Describe three factors to consider when hiring job applicants.

11. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 11 11 Determining Staffing Needs Employment forecasting Supply analysis Job description

12. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 12 11 Recruiting Potential Employees Job opening announcement Inside the company Outside the company Type of employee needed

13. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 13 11 Selecting Qualified Employees Competence Adaptability Personal characteristics

14. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 14 11 LESSON 11-3 Maximization of Human Resources GOALS Understand the importance of training and development for global employees. Identify the common types of training and development for international employees. Explain how training and development programs reduce the chance of employee failure.

15. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 15 11 Training and Development Are Critical Prepare all employees Maximize potential Invest in the future

16. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 16 11 Training Costs Major expense Balance needs and potential benefits Government requirements

17. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 17 11 Types of Training and Development Job-related issues Language and relationship issues Cross-cultural training Spousal employment counseling

18. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 18 11 Suggested Areas of Training and Development for Employment In Japan ESSENTIALIMPORTANT Japanese language Japanese social practices Japanese culture Japanese economy Japanese negotiating style Organization and sociology of Japanese businesses USEFULHELPFUL Japanese distribution and marketing systems General cross-cultural training Japanese history Japanese politics Culture shock briefing Japanese accounting and financial techniques Japanese business legal system Political aspects of international economics International politics

19. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 19 11 Training and Development Help to Prevent Failure Why global employees fail Reducing the chance of employee failure

20. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 20 11 LESSON 11-4 Retaining Human Resources 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 performance in an international setting. List strategies that help to minimize repatriation problems.

21. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 21 11 Employee Motivation Culturally based Examples of motivators Money Recognition Personal fulfillment Culturally acceptable motivation strategies

22. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 22 11 Compensating Employees Cultural sensitivity Base salary Expatriate bonus Cost-of-living adjustment Employee benefits

23. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 23 11 Evaluating Employee Performance Factors that influence performance Environment Task Employee personality Performance standards

24. INTERNATIONAL BUSINESS, 4e CHAPTER © 2011 South-Western | Cengage Learning SLIDE 24 11 Anticipating Repatriation Reverse culture shock Adjustments Work Finances Social relationships