By Laura Portolese Dias
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© Laura Portolese Dias 2011, published by Flat World Knowledge

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© Laura Portolese Dias 2011, published by Flat World Knowledge
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Chapter 14
International HRM
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objectives
1. Be able to explain the terminology related to international HRM.
2. Define Global HRM strategies.
3. Explain the impact of culture on HRM practices.
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© Laura Portolese Dias 2011, published by Flat World Knowledge

Offshoring, Outsourcing
• Domestic
• International
• Global
• Multinational
• Transnational
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Offshoring, Outsourcing
• Trade agreements
– EU
– NAFTA
• The business environment
– Education
– Economics
– Legal systems
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Offshoring, Outsourcing
• HR Strategy Globally
– Transnational scope
– Transnational representation
– Transnational process
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Offshoring, Outsourcing
• Hofstede’s cultural dimensions
– Individualism-collectivism
– Power distance
– Uncertainty avoidance
– Masculinity-Femininity
– Long- and short-term orientations
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objectives
1. Be able explain the three staffing strategies for international businesses and explain advantages and disadvantages for each.
2. Explain the reasons for expatriate failures.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Staffing Internationally
• Staffing strategy
– Home-Country National
– Host-Country National
– Third-Country National
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Staffing Internationally
• Five factors determine expatriate success
– Job factors
– Relational dimensions
– Motivational state
– Family situation
– Language skills
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Staffing Internationally
• Expatriates Four Phases of Adjustment
– Elation/honeymoon
– Resistance
– Adaption
– Biculturalism
• Reasons for Expatriate Failure
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objectives
1. Be able explain how the selection process for an expatriate differs from a domestic process.
2. Explain possible expatriate training topics and the importance of each.
3. Identify the performance review and legal differences for international assignments.
4. Explain the logistical considerations for expatriate assignments.
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© Laura Portolese Dias 2011, published by Flat World Knowledge

International HRM Considerations
• Recruitment and Selection
– Skills of the expatriate
– Costs associated with failure
– Job analysis for expatriate assignment
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© Laura Portolese Dias 2011, published by Flat World Knowledge

International HRM Considerations
• Training
– Possible training topics for the expatriate
– Repatriation training
• Reverse culture shock
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© Laura Portolese Dias 2011, published by Flat World Knowledge

International HRM Considerations
• Compensation and rewards
– Balance sheet approach
© Laura Portolese Dias 2011, published by Flat World Knowledge
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International HRM Considerations
• Performance evaluations
– Sources of information
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International HRM Considerations
• International Labor Environment
– Laws and relation to host-country employees
• Logistics of International Assignments
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© Laura Portolese Dias 2011, published by Flat World Knowledge