Chapter 16 Flashcards
Human resource management (HRM):
Activities that attract, select and manage employees
Parent (home country) nationals:
Employees from the parent country of the MNE working in
subsidiaries abroad
Host country nationals:
Individuals from the host country who work for an MNE
Third country nationals:
Employees who come from neither the parent country nor the host
country
Talent management:
The attraction, section, development and retention of talented employees In
the most strategic roles within a company
Global talent pool:
Employees who are systematically prepared to assume leadership
Local talents:
Employees recruited locally and pursuing careers mostly within the local subsidiary
Expatiates (expats):
Non-native employees who work in foreign countries
=> Employees sent by their home company to work in a foreign country, typically on a temporary assignment
Training:
The specific preparation to do a particular job
Full immersion training:
Intensive exposure to a foreign culture and language by living within that culture
Culture shock:
An expatriates reaction to a new, unpredictable and therefore uncertain
environment
Expatriate stress:
Stress caused by an imbalance between expectations and abilities affected by
culture shock
Ethnocentric approach:
Key positions are filled by home-country staff, using their skills and ensuring control from headquarter
Geocentric approach
The best person is chosen regardless of nationality giving equal career chances to both local and foreign staff
Culture shock: from honeymoon to normalisation
1) Anticipation: Pre-departure excitement and anxiety
2) Honeymoon period: Excitement and enjoyment of new experiences
3) Frustration: Missing home and friends, pressure at work rise
4) Normalisation: New friends, getting used to lifestyle, finding your way around
Returnees:
Returning expatriates
Repatriation:
The process of facilitating the return of expatriates
Psychological contract:
A psychological contract is the unwritten set of expectations between an employer and an employee beyond the formal employment contract.
It includes things like:
- Mutual trust
- Expectations about promotion, support, or job security
- Assumptions about fairness, recognition, or career growth
Reverse culture shock:
Culture shock experienced by people returning to their country of origin
Recruitment:
The identification, selection and hiring of stand
Headhunter companies:
Companies specialising in finding suitable people for senior positions
Compensation:
The determination of salary and benefits
Migrant worker:
Workers from rural areas temporarily working in factories in the cities
Performance appraisal:
The evaluation of employee performance for promotion retention or
termination purpose
Multicultural team:
A work team with members representing multiple cultures
Contract work:
A short assignment ora specific project or contract
Commuter assignments:
Assign meets that involve stays abroad but with the main base
remaining back home
Virtual team:
A team that is geographically dispersed and interacts primarily through electronic
communication
Inpatriates:
Employees of a foreign subsidiary relocated to the MNE’s headquarter for the
purpose of (1) filling skill shortages at headquarters and (2) developing a global mindset for such
inpatriates
Work from home:
People who work for a company while in their private home
Work from anywhere:
People work for a company while based far away from the company’s
offices
