MANAGING GLOBAL
Jasmeen (Manager Sales)
HR GLOBE CONSULTING
www.hrglobeconsulting.com
 Globalization –
Many companies have extensive
overseas operations.
 Success depends uponMarketing & Managing overseas.
 The capability to become global –
key determinant of success of Indian firms.
INDIAN COMPANIES WITH
OVERSEAS OPERATIONS
GLOBAL PRESSURES
DEPLOYMENT
KNOWLEDGE
AND
INNOVATION
DISSEMINATION
IDENTIFYING &
DEVELOPING
TALENT
INTER-COUNTRY DIFFERENCES
Cultural factors –influence HRM practices &
policies.
But globalization is blurring national differences in
cultures , best depicted by Mc Donald’s.
Economic systemsFrance though a capitalist society- imposed
restrictions onEmployers rights to discharge workers.
Limited no. of hours an employee can legally work.
Legal & Industrial relation factors- Work councils have there own
norms.
CODETERMINATIONEmployees have legal right to a voice
in setting companies policies.
- Followed in Germany.
RECRUITING
COMPENSATIO
N
VARIATIONS
IN HR
PRACTICES
GLOBALLY
APPRAISING
SELECTION
MAKING GLOBAL HR SYSTEM
ACCEPTABLE
Three best practices : Global systems are more acceptable in truly global
organizations.
 Investigate pressures to differentiate & determine their
legitimacy.
 Try to work within the context of strong corporate
culture.
DO’S
 Integrate global tools into local systems.
 Create strong corporate culture.
 Create global network for system development.
 Treat local people as equal partners.
 Differentiate when necessary.
 Communicate! Communicate ! Communicate.
 Dedicate resources for global HR efforts.
DONT’S
 Try to do everything same way everywhere.
 Yield to every claim “ We are different’ & prove it.
 Use local people just for implementation.
 Use same tools globally.
 Ignore cultural differences.
 let technology drive your system design- you can’t
assume every location has same level of technology
investment.
THANK YOU
HR GLOBE CONSULTING
www.hrglobeconsulting.com