Documente Academic
Documente Profesional
Documente Cultură
O
T
H
E
R
H
O
M
E
Source of raw
material
TCN
Head
Quarter
PCN
H
O
S
T
Subsidiary
HCN
As per Morgan,
IHRM is the interplay between three categories : HR
activities, Types of employees and countries of
operation.
What is an expatriate?
Ex Patria : Out of Country
An employee who is working and temporarily residing
in a foreign country
International assignees
Inpatriate
Transpatriate
Global flow of HR
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
Contd
More HR activities
Tax equalization
Relocation & orientation
Administrative services
Host government relation
Language translation
The need for a broader perspective
More than one national group
Policies for PCNs, HCNs, TCNs
Contd
More involvement in employees personal lives
Schooling, housing
Banking, investment
Recreational program
Contd
Risk exposure
Expatriate failure
Under performance
Higher cost of failure direct & indirect
Terrorism
Power distance
Individualism Vs Collectivism
Masculinity Vs Femininity
Uncertainty avoidance
Long term Vs Short term orientation
Power distance
Degree to which people accept that power in the
organization is distributed unequally
High power distance
(Large power inequalities)
Malaysia
Contd
Individualism Vs Collectivism
Individualism
Degree to which people prefer to act as individual
rather than group - US
Collectivism
Tight social frame work where people expect to be
in group where they can be look after and protected.
Contd
Masculinity Vs Femininity
Masculinity
Favors traditional masculine role as power, achievement,
control. Separate roles to men and women with men
dominating - US
Femininity
Little difference between men and women. Treat women as
equal to men.
Contd
Uncertainty avoidance
Degree to which people prefer structured over
unstructured situations.
High uncertainty avoidance
(Anxiety about uncertainty,
uses rules and laws to
reduce uncertainty)
Contd
Long term Vs Short term orientation
Long term
Look to the future, value thrift (saving), persistence
and tradition. Asian countries
Short term
Value here and now, accept change easily, dont see
commitment as obstacle to change - US
Japan
France
Germany
China
UK
Singapore
Thailand
International competition
Multi-domestic
Industry
Independent
to countries
Insurance
Retail
Domestically oriented
Global
Industry
Influenced
By countries
Airlines
Domestically
and Global
Resistance to change
Cultural differences in learning & teaching style
Instructional style
Used in US
Not credible in Japan
External factors
Industry chs
Country chs
Internal factors
MNE structure
MNE strategy
Experience in
international operations
International orientation
SHRM
HR functions and
practices