Global Human Resource Management

Angelica Garza
Mind Map by Angelica Garza, updated more than 1 year ago
Angelica Garza
Created by Angelica Garza about 5 years ago
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Description

Implicaciones de la administración global de los recursos humanos

Resource summary

Global Human Resource Management
1 Assignment of Personnel
1.1 Corporate Headquarters
1.1.1 Local managers and Staff
1.1.2 Global Managers
1.1.3 Temporary Asignees
2 Expatriate Management
2.1 Parent-Country nationals
2.1.1 Recruitment from headquarters
2.1.2 Expatriate compensation package
2.1.3 Foreign office type of carrer
2.1.4 Strong corporate style spreads to the subsidiaries
2.2 Third-Country nationals
2.2.1 Recruitment from all over the world
2.2.2 Local contracts instead of expatriate packages
2.2.3 International management development programs
2.3 Acculturation
2.3.1 Flight Attitude
2.3.1.1 Isolation
2.3.2 Fight attitude
2.3.2.1 Militation (superiority)
2.3.3 Fit Attitude
2.3.3.1 Cosmopolitan (balanced)
2.3.4 Follow Attitude
2.3.4.1 Assimilation (embrace loacal culture)
2.4 Components of expatriates policy
2.4.1 Strategic Vision
2.4.1.1 Filing position (key managers)
2.4.1.2 Develop manager
2.4.1.3 Develop organization (transnational management)
2.4.2 Selection
2.4.2.1 Tolerance of ambiguity
2.4.2.2 Behavioral flexibility
2.4.2.3 Goal orientation
2.4.2.4 Sociability and interest to other people
2.4.2.5 Empathy
2.4.3 Compensation
2.4.3.1 Home based package
2.4.3.2 Local based package
2.4.4 Tenure
2.4.4.1 Time needed to learn the rules
2.4.4.2 Importance of personal relationships in the job
2.4.4.3 Contextual hardship of the country
2.4.4.4 Career development
2.4.5 Support
2.4.5.1 Staffing and preparation
2.4.5.2 Career development
2.4.5.3 mentoring and repratiation
2.4.5.4 Performance and compensation
2.4.6 Carreer follow-up
2.4.7 Preparation
2.4.7.1 career plan
2.4.7.2 cultural and logistical preparation
2.4.7.3 Assessment centers
3 Localization
3.1 Break language barrier
3.2 commitment to country
3.3 Gain access to critical relationships
3.4 Enhance local recruitment
3.4.1 Image of the company
3.4.2 Career prospects and training opportunities
3.4.3 Understanding local qualifications and education system
3.5 Loyalty -> Fair treatment
3.5.1 local personnel to join global managers
3.5.2 Equal opportunities
3.5.3 Equal job pay
3.5.4 Information sharing
3.6 Performance Evaluation, reward practices and cultural differences
3.6.1 Giving and receiving feedback
3.6.2 Individuals vs. group performance
3.6.3 System-led vs. personalized evaluation processes
3.6.4 Social impact of rewards and sanctions
4 Skills development
4.1 Roles
4.1.1 Business managers. Coordinate activities and link capabilities across barrieres
4.1.2 Country managers. Meet local customers needs. Entrepreneurship, competitive and market intellingence collection and local resource aquisition
4.1.3 Functional managers. Regional headquarters. organize and coordinate worldwide learning. Information networks.
4.2 Individual skills
4.2.1 Professional
4.2.2 Cultural
4.2.3 Negotiating
4.2.4 Relational
4.2.5 Leadership
4.2.6 Intellectual
4.2.7 Courage
4.2.8 Flexibility
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