ExpatriateManagementHRHotTopic課件專(zhuān)題知識(shí)課件

ExpatriateManagementHRHOTTOPICS?2023Thomson/South-Western.Allrightsreserved.15–3ASynthesisofCountryClustersSource:SimchaRonenandOdedShenkar,“ClusteringCountriesonAttitudinalDimensions:AReviewandSynthesis,”AcademyofManagementReview10,no.3(July1985):435–54.Copyright?1985byAcademyofManagementReview.ReprintedwithpermissionoftheAcademyofManagementReviewviaCopyrightClearanceCenter.A1Relax---theWorldisDifferent?2023Thomson/South-Western.Allrightsreserved.15–4http://

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WithoutBorders?2023Thomson/South-Western.Allrightsreserved.15–51–6TypesofGlobalStaffMembersExpatriate-EmployeeworkinginfirmwhonotcitizenofcountryinwhichfirmislocatedbutcitizenofcountrywhereorganizationisheadquarteredHost-countrynational-Employee’snationalitysameaslocationofsubsidiaryThird-countrynational-Citizenofonecountry,workinginsecondcountry,andemployedbyorganizationheadquarteredinthirdcountry

HCN(HostCountryNationals)當(dāng)?shù)貑T工(ParentCountryNationals)母國(guó)員工外派人員(expatriates)(ThirdCountryNationals)第三國(guó)員工PCNTCNTypesofGlobalStaffMembers?2023PrenticeHall,Inc.Allrightsreserved.17–8StaffingtheGlobalOrganizationEthnocentricPolycentricGeocentricInternationalStaffingPolicyTopManagementValues1–9ApproachestoGlobalStaffingEthnocentricstaffing-Companiesprimarilyhireexpatriatestostaffhigher-levelforeignpositions民族中心主義(ethnocentricstaffing)：企業(yè)主要是聘僱外派人員到海外分企業(yè)去擔(dān)當(dāng)高職位置。Polycentricstaffing-Whenmorehost-countrynationalsareusedthroughouttheorganization,fromtoptobottom多中心主義(polycentricstaffing)：指組織聘僱越來(lái)越多旳當(dāng)?shù)貒?guó)人民，從低層到高層或貫徹整個(gè)企業(yè)階層。Geocentricstaffing-Usesworldwideintegratedbusinessstrategygeocentricstaffing-

全球中心主義(geocentricstaffing)：此項(xiàng)用人措施是採(cǎi)用一個(gè)全球性整合旳企業(yè)策略。?2023Thomson/South-Western.Allrightsreserved.15–10ComparisonofAdvantagesinSourcesofOverseasManagersHOST-COUNTRY HOME-COUNTRYNATIONALS THIRD-COUNTRYNATIONALS (EXPATRIATES) NATIONALSLesscostly Talentavailablewithincompany Broadexperience

Preferredbyhost-country Greatercontrol InternationaloutlookgovernmentsIntimateknowledgeof Companyexperience Multilingualism

environmentandcultureLanguagefacility Mobility Experienceprovidedtocorporate

executives?2023Thomson/South-Western.Allrightsreserved.15–11ChangesinInternationalStaffingoverTime?2023Thomson/South-Western.Allrightsreserved.15–12TrainingandDevelopmentEssentialtrainingprogramcontenttoprepareemployeesforworkinginternationally:LanguagetrainingCulturaltrainingAssessingandtrackingcareerdevelopmentManagingpersonalandfamilylifeRepatriationCultureshockPerpetualstressexperiencedbypeoplewhosettleoverseas.15–13SkillsofExpatriateManagersCORESKILLS AUGMENTEDSKILLSExperience TechnicalskillsDecisionmaking NegotiationskillsResourcefulness StrategicthinkingAdaptability DelegationskillsCulturalsensitivity ChangemanagementTeambuildingMaturity歸任(REPATRIATION)CareermanagementFinancialmanagementReentryshock外派人員訓(xùn)練旳三階段

行前(PREDEPARTURE)

StresstrainingBusinessissues派任(ASSIGNMENT)LanguageskillsNationandcultureorientationPersonalandfamilyorientationCareerplanningLanguageSkillsLocalmentoring?2023Thomson/South-Western.Allrightsreserved.15–15CompensationDifferentcountrieshavedifferentnormsforemployeecompensation.Financial(money)incentivesversusnonfinancialincentives(prestige,independence,andinfluence)IndividualrewardsversuscollectivistconcernsforinternalequityandpersonalneedsGeneralrule:matchtherewardstothevaluesofthelocalculture—createapayplanthatsupportstheoverallstrategicintentoftheorganizationbutprovidesenoughflexibilitytocustomizeparticularpoliciesandprogramstomeettheneedsofemployeesinspecificlocations.?2023Thomson/South-Western.Allrightsreserved.15–16ForcesDrivingGlobalPayCULTURALPREFERENCESImportanceofstatusRernmentEqualityvs.disparityAchievementvs.relationshipsPERSONALPREFERENCESAttitudestowardriskQualityoflifevs.workShort-vs.long-termCompetitivenessvs.solidarityECONOMICCONDITIONSSizeofeconomyTypesofindustries,naturalresourcesInflation,unemploymentProtectionismvs.openmarketSOCIALCONSTRAINTSIncometaxrates,socialcostsLawsandregulationsCollectivebargaining,workerparticipationSkills,educationofworkforceSource:StevenGrossandPerWingerup,“GlobalPay?MaybeNotYet!”CompensationandBenefitsReview31,no.4(July/August1999):25–34.?2023Thomson/South-Western.Allrightsreserved.15–17

HourlyWagesinDifferentCountries*Norway 31.5 5Germany(formerWest) 31.25Switzerland 27.87Belgium 27.73Sweden 25.18UnitedStates 21.97France 21.13Britain 20.37Japan 20.09Australia 20.05Canada 19.28Italy 18.35Spain 14.96Israel 11.73Korea 10.28Portugal 6.23Taiwan 5.84Brazil 2.67Mexico 2.48China 0.63SriLanka 0.49COUNTRY

$/HOUR*HourlycompensationcostsinU.S.dollarsforproductionworkersinmanufacturing.Source:U.S.DepartmentofLabor,BureauofLaborStatistics,November2023.?2023Thomson/South-Western.Allrightsreserved.15–18ExpatriateCompensationSystemsHome-BasedPayPaybasedonanexpatriate’shomecountry’scompensationpracticesBalance-SheetApproachAcompensationsystemdesignedtomatchthepurchasingpowerinaperson’shomecountryCalculatebasepayFigurecost-of-livingallowance(COLA)AddincentivepremiumsAddassistanceprograms?2023Thomson/South-Western.Allrightsreserved.15–19ExpatriateCompensationSystems(cont’d)Host-BasedPayExpatriatepaycomparabletothatearnedbyemployeesinahostcountrytowhichtheexpatriateisassigned.LocalizationAdaptingpayandothercompensationbenefitstomatchthatofaparticularcountryOtherIssuesAdequacyofmedicalcarePersonalsecurityEducationCOSTOFGLOBALHRFAILURES20–50%ofexpatriatesfailCostvaries:$200000-$120000050%ofinternationaljointventuresfailMorediversecompaniesoutperformlessdiversecompaniesby8%?2023Thomson/South-Western.Allrightsreserved.15–21CausesofExpatriateAssignmentFailureFamilyadjustmentLifestyleissuesWorkadjustmentBadselectionPoorperformanceOtheropportunitiesariseBusinessreasonsRepatriationissues?2023Thomson/South-Western.Allrightsreserved.15–22StressorsandCopingResponsesintheDevelopmentalStagesofExpatriateExecutives

PRIMARY

STRESSOR

RESPONSE

Expatriateselection Cross-culturalunreadiness.Assignmentacceptance Unrealisticevaluationofstressorstocome.

Hurriedtimeframe.Pre-andpost-arrival Ignoranceofculturaltrainingdifferences.Arrival Culturalshock.

Stressorreevaluation.

Feelingsoflackoffitanddifferentialtreatment.Novice Culturalblundersorinadequacyofcopingresponses.

Ambiguityowingtoinabilitytodeciphermeaningofsituations.Transitional Rejectionofhostorparentculture.Mastery Frustrationwithinabilitytoperformboundaryspanningrole.

Botheredbylivingwithaculturalparadox.Repatriation Disappointmentwithunfulfilledexpectations.

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