tailieunhanh - International human resource management - Chapter 1

Trong chương này giới thiệu, chúng tôi thành lập phạm vi của sách giáo khoa. Chúng tôi: xác định các điều khoản chính trong quản lý quốc tế nguồn nhân lực (IHRM) phác thảo những sự khác biệt giữa quản lý trong nước và quốc tế, nguồn nhân lực và các biến trung bình những khác biệt này (tiếp theo) | Chapter 1 Introduction: The enduring context of IHRM 1/ Chapter objectives In this introductory chapter, we establish the scope of the textbook. We: define key terms in international human resource management (IHRM) outline the differences between domestic and international human resource management and the variables that moderate these differences (cont.) 1/ Chapter objectives (cont.) discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context. 1/ Figure 1-1: Inter-relationships between approaches in the field 1/ Figure 2-1: A model of IHRM 1/ HR activities slide 1 Human resource planning Staffing Recruitment Selection Placement Training and development 1/ HR activities slide 2 Compensation (remuneration) | Chapter 1 Introduction: The enduring context of IHRM 1/ Chapter objectives In this introductory chapter, we establish the scope of the textbook. We: define key terms in international human resource management (IHRM) outline the differences between domestic and international human resource management and the variables that moderate these differences (cont.) 1/ Chapter objectives (cont.) discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context. 1/ Figure 1-1: Inter-relationships between approaches in the field 1/ Figure 2-1: A model of IHRM 1/ HR activities slide 1 Human resource planning Staffing Recruitment Selection Placement Training and development 1/ HR activities slide 2 Compensation (remuneration) and benefits Industrial relations Figure 2-2: Stages of internationalization 1/ What is an expatriate? An employee who is working and temporarily residing in a foreign country Some firms prefer to use the term ‘international assignees’ Expatriates are PCNs from the parent country operations, TCNs transferred to either HQ or another subsidiary, and HCNs transferred into the parent country 1/ Figure 1-3: International assignments create expatriates 1/ Differences between domestic and international HRM More HR activities The need for a broader perspective More involvement in employees’ personal lives Changes in emphasis as the workforce mix of expatriates and locals varies Risk exposure Broader external influences 1/ Figure 1-4: Variables that moderate differences between domestic and international HRM 1/ The ‘top ten’ multinationals Rio Tinto (UK/Australia) Thomson Corporation (Canada) ABB (Switzerland) Nestlé (Switzerland) British American Tobacco (UK) 6. Electrolux