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25 Cards in this Set
- Front
- Back
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International Human Resource Management (IHRM) |
the planning, selection, training, employment, and evaluation of employees for international operations |
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What are the 3 types of managers/employees in MNE's? |
1. host country nationals (HCNs) 2. parent country nationals (PCNs) 3. third country nationals (TCNs) |
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host country nationals (HCNs) |
citizens of the country where the subsidiary or affiliate is located |
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parent country nationals |
citizens of the country where the MNE is headquartered |
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third country nationals |
employee who is a citizen of a country other than the home or host country |
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Expatriate |
employees assigned to work and reside in a foreign country for an extended period, usually a year or longer |
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What 6 factors contribute to the complexity of international human resources management, in comparison to domestic? |
- new HR responsibilities - the need for a broader perspective - greater involvement in the employee's personal lives - managing the mix of expatriates and locals - greater risk exposure - external influences of government and culture |
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What are the 6 key tasks of international human resource management? |
1. international staffing policy 2. preparation, training of international employees 3. international performance appraisal 4. compensation of employees 5. international labor relations 6. diversity in the international workforce |
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International Staffing Policy |
activities directed at recruiting, selecting, and placing employees |
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recruitment |
searching for and locating potential job candidates to fill the firm's needs |
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selection |
gathering information to evaluate and decide who to employ for particular jobs |
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What are 7 characteristics of an employee best suited to work in foreign environments? |
- job knowledge - self reliance - adaptability - interpersonal skills - leadership ability - physical/emotional health - spouse/dependents prepared for living abroad |
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cultural intelligence |
an employees ability to function effectively in situations characterized by cultural diversity |
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expatriate assignment failure |
an employees premature return from an international assignment |
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culture shock |
confusion and anxiety experienced by a person who lives in a foreign culture for an extended period |
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What are the three components of training? |
- area studies - practical knowledge - cross-cultural awareness |
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area studies |
factual knowledge of the historical, political, and economic environment of the host country |
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practical information |
knowledge and skills necessary to function effectively in a country, including housing, health care, education, and daily living |
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cross-cultural awareness |
ability to interact effectively and appropriately with people from different language and cultural backgrounds |
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repatriation |
the expatriate's return to his or her home country following the completion of a foreign assignment |
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global talent pool |
a searchable database of employees, profiling their international skill sets and potential for supporting the firm's global aspirations |
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performance appraisal |
a formal process for assessing how effectively employees perform their jobs |
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collective bargaining |
joint negotiation between management and hourly labor and technical staff regarding wages and working conditions |
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codetermination |
an industrial relations practise in which labor representatives sit on the corporate board and participate in company decision making |
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For what reasons has mobility of labor across national borders increased? |
- growing interconnectedness of national economies - rapid expansion of multinational firms - rise of international collaborative ventures - greater emphasis on global teams - an influx of immigrants |
