tailieunhanh - Lecture International business (11/e) - Chapter 20: Human resource management
The main goals of this chapter are to: Discuss the importance of creating a company “global mindset”; explain the relationship between competitive strategies (international, multidomestic, regional, and transnational) and international HR management approaches (ethnocentric, polycentric, regiocentric, and global); compare home country, host country, and third country nationals as IC executives;. | Human Resource Management McGraw-Hill/Irwin International Business, 11/e Copyright © 2008 The McGraw-Hill Companies, Inc. All rights reserved. chapter twenty Learning Objectives Discuss the importance of creating a company “global mindset” Explain the relationship between competitive strategies (international, multidomestic, regional, and transnational) and international HR management approaches (ethnocentric, polycentric, regiocentric, and global) Compare home country, host country, and third country nationals as IC executives Explain the difficulties of finding qualified executives for international companies (ICs) and the importance of foreign language knowledge 20- Learning Objectives Explain what an expatriate is and the challenges of and opportunities of an expat position Discuss the increasing importance of accommodating the trailing spouse of an expatriate executive Identify some of the complications of compensation packages for expatriate executives 20- The Global Mindset Expatriate A person living outside citizenship country Global Mind-set A mind-set that combines an openness to and an awareness of diversity across markets and cultures with a propensity and ability to synthesize across this diversity 20- International HRM Approaches Ethnocentric Hiring and promoting employees on the basis of parent company’s home country frame of reference Polycentric Hiring and promoting employees on the basis of specific local context of the subsidiary 20- International HRM Approaches Regiocentric Hiring and promoting employees on the basis of the specific regional context of the subsidiary Geocentric Hiring and promoting employees on the basis of ability and experience without considering race or citizenship 20- Strategic Approach, Organizational Concerns, and the International Human Resource Management Approach to Be Used 20- Recruitment, Selection and Training Parent Country National (PCNs) or Home Country National Study of language and . | Human Resource Management McGraw-Hill/Irwin International Business, 11/e Copyright © 2008 The McGraw-Hill Companies, Inc. All rights reserved. chapter twenty Learning Objectives Discuss the importance of creating a company “global mindset” Explain the relationship between competitive strategies (international, multidomestic, regional, and transnational) and international HR management approaches (ethnocentric, polycentric, regiocentric, and global) Compare home country, host country, and third country nationals as IC executives Explain the difficulties of finding qualified executives for international companies (ICs) and the importance of foreign language knowledge 20- Learning Objectives Explain what an expatriate is and the challenges of and opportunities of an expat position Discuss the increasing importance of accommodating the trailing spouse of an expatriate executive Identify some of the complications of compensation packages for expatriate executives 20- The Global .
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