Post on 31-Oct-2014
description
HUMAN RESOURCES
MANAGING GLOBAL
HR GLOBE CONSULTINGwww.hrglobeconsulting.com
Globalization – Many companies have extensive overseas operations.Success depends upon- Marketing & 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 DISSEMINATIO
N
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 systems- France though a capitalist society- imposed
restrictions on-Employers rights to discharge workers.Limited no. of hours an employee can legally
work.
Legal & Industrial relation factors- - Work councils have there own norms. CODETERMINATION- Employees have legal right to a voice in setting companies policies. - Followed in Germany.
VARIATIONS IN HR
PRACTICES GLOBALLY
RECRUITING
SELECTION
APPRAISING
COMPENSATION
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.
BEST GLOBAL PRACTICES
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 CONSULTINGwww.hrglobeconsulting.com