CH. 11 SIHRM, 7 questions on exam Flashcards
Strategic International HR planning definition
projecting global competence supply, forecasting global competence needs, and developing a blueprint to establish global competence pools within companies
Attracting and maintaining managers who are competent to represent a company is valuable
t/f
T, the most critical goal
International HR planning needs to fit only with the internal organizational factors, such as firms strategies, competencies, hr system current in place.
T/F?
False, HR planning needs to fit with both the internal and external factors including ○ Local ○ Political ○ Social ○ Cultural ○ Legal ○ Hr systems
Strategic international HRM (SIHRM) definition
HR management issues, function, policies, practices that result from the strategic activities of multinational enterprises and that affect international concerns and goals of those enterprises
Domestic strategy definition
Internationalizing by exporting goods abroad as a means of seeking new markets
Multi-domestic strategy definition
a strategy that concentrates on the development of foreign markets by selling to foreign nationals
Multinational strategy
standardizing the products and services around the world to gain efficiency
Global strategy
a strategy that aims to introduce culturally sensitive products in chosen countries with the least amount of cost
Adaptive IHRM
HRM system that will be consistent with the local, economic, political, and legal environment
Exportive IHRM approach
transferring home HRM systems to foreign subsidiaries without modifying or adapting to the local environment
Integrative IHRM approach
combining home HR practices with local practices and selecting the most qualified people for the appropriate positions no matter where these candidates come from
Home-country nationals (HCNs)
individuals from the subsidiary country who know the foreign cultural environment well
Parent-country nationals (PCNs)
individuals from headquarters who are highly familiar with the firms products and services as well as with its corporate culture
Third country nationals (TCNs)
individuals form a third company who have intensive international experience and knows the corporate culture from previous working experience with corporate branches in the third country
Expatriate definition
any individual who gives up residence in he/her home country to take up residence in a foreign country either temporarily or permanently
Train-ability definition
an individual’s ability to acquire certain skills to a desired level of performance
CCT
cross cultural training
positively influences expatriate self-development, interpersonal skills, cross cultural perception
Repatriation definition
the PCNs, TCNs, or even HCNs finish their overseas assignment and come back to their home headquarter or home subsidiaries.
Reverse Cultural shock:
feelings of anxiety, uncertainty and disorientation upon re-integration into one’s home country and culture
Challenges for HR
Legal Ethical Internal equity and external competiveness of compensation Tax issues Relocation and travel
Key challenges HR managers face when their organizations expand across national borders
- work diversity
- employment legislation
- the role of the HR function
- flexibility
- security
Key practices and processes influenced by the internationalization of organizations
- recruitment and selection
- pre-assignment training
- post-assignment activities
Recruitment and Selection use what criterion ?
- Personality
- train- ability
- other characteristics: cross cultural competencies needed; self-maintenance, relationship, perceptual competencies
Pre-assignment training is call ____ _____ training
cross cultural
post assignment activities include… ?
○ repatriation, reverse cultural shock
○ Career development
○ performance appraisals
○ Compensation
