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39 Cards in this Set

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Deals with the entire relationship of the employee with the organization
Human resource management (HRM)
Process of identifying and attracting qualified people to apply for vacant positions
Recruitment
Process of filling vacant positions in the organization
Selection
Giving employees the knowledge, skills, and abilities to perform successfully
Training and development
System to measure and assess employees’ work performance
Performance appraisal
Organization’s entire reward package, including financial rewards, benefits, and job security
Compensation
Ongoing relationship between an employer and those employees represented by labor organizations
Labor relations
All HRM functions, adapted to the international setting
International Human Resource Management (IHRM)
What are two added complexities compared to domestic HRM pertaining to IHRM?
-Must choose a mixture of international employees

-Must decide the extent of adaptation to local conditions
Employee from a different country
Expatriate
Expatriate employees from the parent firm’s home country
Third country nationals
Local workers who come from the host country where the unit is located
Host country nationals
Employees from foreign countries who work in the country where the parent company is located
Inpatriate
Employees who are sent on frequent but short-term international assignments
Flexpatriates
Is the expatriate worth it? Decisions must take into account costs of such assignments as:
-High cost
-High failure rate
What are the reasons for U.S. Expatriate Failure for Individuals?
- Personality of the manager
- Lack of technical proficiency
- No motivation for assignment
What are the reasons for U.S. Expatriate Failure for Families?
- Spouse or family members fail to adapt
- Family members or spouse do not want to be there
What are the reasons for U.S. Expatriate Failure for Cultural?
- Manager fails to adapt
- Manager fails to develop relationship with key people
What are the reasons for U.S. Expatriates Failure Organizational-wise?
-Excessively difficult responsibilities

-Failure to provide cultural training

-Company fails to pick the right person

-Company fails to provide the technical support

-Excess of difficult responsibilities of international assignment

-Failure of company to consider gender equity
What are the Strategic Role of Expatriate Assignments?
-Helps managers acquire international skills

-Helps coordinate and control operations dispersed activities

-Communication of local needs/strategic information to headquarters

-In-depth knowledge of local markets

-Provide important network knowledge
Separate group of expatriate managers who specialize in a career of international assignments
-Have permanent international assignments

-Move from international assignments to international assignments

-Recruited from any country

-Sent to worldwide locations to develop cross-cultural skills
International cadre (or Globals)
The frequent flyers who travel on short notice for shorter time durations while maintaining their family and personal lives at the home-country location

Key functions
-Sent to explore markets

-Consider problem areas in the foreign subsidiary

-Manage projects

-Help with transfer of technology
Flexpatriates
What are the Advantages of being Flexpatriates?
-Do not experience many of the family and personal difficulties and stress associated with expatriate assignments

-Much less expensive than expatriate – no relocation or repatriation costs
what are the Disadvantages of being Flexpatriates?
-Taxation issues can become complicated if the assignment exceeds six months – he company may end up paying the tax

-Does not fully integrate into the local work environment and does not learn low to adapt locally

-May be resented for neglecting the host-country culture
What are the Key Success Factors for Expatriate Assignments?
-Technical and managerial skills

-Personality traits

-Relational abilities

-Family situation

-International motivation

-Stress tolerance

-Language ability

-Emotional intelligence
Increases the relational abilities of future expatriates and their spouses and families
Cross-cultural training
Extent of effort by both trainees and trainers required to prepare the trainees for expatriate positions
Training rigor
What are the differences between Low and High Rigor Training?
Low rigor training
- Short time period
- Lectures and videos on local cultures
- Briefings on company operations

High rigor training
- Last over a month
- Experiential learning
- Extensive language training
- Includes interactions with host country nationals
What are the Challenges of conducting reliable performance appraisal for the expatriate?
-Fit of international operation in multinational strategy

-Unreliable data

-Complex and volatile environments

-Time difference and distance separation
-Provides a compensation package that equates purchasing power

-Allowances for cost of living, housing, food, recreation, personal care, clothing, education, home furnishing, transportation, and medical care
The Balance-Sheet Approach
What are the Additional Allowances and Perquisites?
-Foreign service premiums
-Hardship allowance
-Relocation allowances
-Home-leave allowances
Paying home country wages regardless of location
Headquarters-based compensation
Adjusting wages to local lifestyles and costs of living
Host-based compensation system
Worldwide job evaluations, performance appraisal methods, and salary scales are used
Global pay systems
What are the Three basic cultural problems of "Reverse Cultural Shocks" of the Repatriation problem?
-Adapt to new work environment and culture of home

-Expatriates must relearn own national and organization culture

-Need to adapt to basic living environment
What are the strategies for successful repatriation?
-Provide a strategic purpose for the repatriation
Establish a team to aid the expatriate

-Provide parent country information sources

-Provide training and preparation for the return

-Provide a home-leave policy to encourage expatriates to make regular visits to the home office

-Provide support for the expatriate and family on return
What are the two myths for women regarding international assignments?
Myth 1: Women do not wish to take international assignments.

Myth 2: Women will fail in international assignments because of the foreign culture’s prejudices against local women.
What can companies do to ensure female expatriate success?
-Provide mentors

-Provide opportunities for interpersonal networks as a form of organizational support

-Remove sources of barriers

-Provide support to cope with dual-career issues
Company’s basic tactics and philosophy for coordinating IHRM activities for managerial and technical workers
IHRM orientation