global business strategy lecture9.ppt

International Strategic HRM and Cross Cultural Management
The strategic role of HRM.
Choice of staffing policies.
Issues regarding expatriate managers.
Issues regarding local management.
Culture and soft features of management.
The strategic role of HRM
‘Human resource management carries the promise that, if people are regarded and managed as strategic resources,it can help the firm to obtain petitive advantage and superior performance’ Heijltjes ’96
‘the value of human capital in the development and use of capabilities and petencies cannot be overstated’ Prahalad and Hamel ’90
HRM supporting generic strategy.
People implement global strategy.
Nature of appointments must support overall strategy.
…..or does it?
American and European models
HRM and the external environment
Lasserres’ framework.
Global ambition.
Global positioning.
Global business systems
ANISATION.
‘without the right kind of people in anisational structure is just a hollow shell’ Hill ’anisational culture.
HRM policies
Ethnocentric / expatriate / PCN / home country nationals.
Polycentric / local / host country nationals.
Geocentric / expatriate / TCN / country nationals.
Issues .
The expatriate challenge.
Issues re. expatriates
Pros and cons.
The 4 Fs,culture shock.
Costly failure. Tung’88.
Selection and training.
Compensation.
Culture shock, the 4 Fs.
Expatriate failure. Tung
Selection and training.
‘ a manager who performs well in a domestic situation may not be able to adapt to managing in a different cultural setting’ Hill’03
Self orientation
Others orientation
Perceptual ability
Cultural toughness. Mendenhall and Oddu