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Table Of Contents

ATTRACTING FACTORY WORKERS IN CHINA
INTRODUCTION
GLOBAL MARKET CONTEXT
KEY PERSPECTIVES IN GLOBAL WORKFORCE MANAGEMENT
BOOK OVERVIEW
SUMMARY
QUESTIONS FOR OPENING SCENARIO ANALYSIS
CASE 1.1. THE UNITED NATIONS OF BANANAS47
CASE 1.2. MNC COLLABORATION IN SOCIAL RESPONSIBILITY48
RECOMMENDED WEBSITE RESOURCES
INTERNATIONAL MERGER MISERY AT DAIMLERCHRYSLER
UNDERSTANDING CULTURE
MAJOR MODELS OF NATIONAL CULTURE
CULTURAL CONVERGENCE VERSUS DIVERGENCE
CASE 2.1. CROSS-CULTURAL ASSESSMENT OVER A CUP OF COFFEE
CASE 2.2. CULTURE CONFLICT SOUTH OF THE BORDER, DOWN MEXICO WAY
VIETNAMESE VENDORS IN PRAGUE
EMERGENCE OF THE CONTINGENT WORKFORCE
OFFSHORE SOURCING
GLOBAL WORKFORCE MANAGEMENT CHALLENGES
CASE 3.1. FREE MOVEMENT OF LABOR ACROSS NATIONAL
CASE 3.2. EUROPE: THE NEW DESTINATION FOR LATINO WORKERS
IS ACCENTURE’S GLOBAL FACE REALLY A FACADE?
KNOWLEDGE TRANSFER
GLOBAL LEADERSHIP TRAINING AND DEVELOPMENT
STRATEGIC CONTROL NEEDS
COMPETITIVE STRATEGIES OF MULTINATIONAL CORPORATIONS
STRUCTURING FOR OPTIMAL GLOBAL PERFORMANCE
CASE 4.2. FOREIGN BUYOUTS HEIGHTEN TENSIONS IN GERMANY
EXTERNAL ENVIRONMENTAL SCANNING
JOB DESIGN FOR MEETING GLOBAL STRATEGY WORK DEMAND
SOURCES OF GLOBAL LABOR SUPPLY FOR MEETING WORK DEMAND
HR PLANNING FOR THE LONG-TERM
CASE 5.1. HR PLANNING FOR EXECUTIVE-LEVEL GENDER DIVERSITY
CASE 5.2. A GOOGLE™ SEARCH—FOR TALENT
GLOBAL STAFFING AT THE ROYAL DUTCH/SHELL GROUP
GENERAL FACTORS AFFECTING GLOBAL STAFFING
GLOBAL RECRUITMENT OF HUMAN RESOURCES
GLOBAL SELECTION OF HUMAN RESOURCES
CASE 6.1. MNC STAFFING PRACTICES AND LOCAL ANTIDISCRIMINATION LAWS
CASE 6.2. LOCAL STAFFING FOR GLOBAL BUSINESS OUTSOURCING SUCCESS
MOTOROLA UNIVERSITY
STRATEGIC ROLE OF TRAINING AND DEVELOPMENT IN THE GLOBAL MARKETPLACE
TRAINING IMPERATIVES FOR THE GLOBAL WORKFORCE
CASE 7.1. TRAINING AND RETAINING QUALIFIED MANAGERS IN CHINA
CASE 7.2. HCN SUPERVISORY TRAINING NEEDS
EXPATRIATE INNOCENCE ABROAD
EXPATRIATE PREPARATION, FOREIGN ASSIGNMENT, AND REPATRIATION
INTERNATIONAL ASSIGNMENT CONSIDERATIONS FOR SPECIAL EXPATRIATES
NEW AND FLEXIBLE INTERNATIONAL ASSIGNMENTS
CASE 8.1. WORKING IN A SHELTERED ENCLAVE IN SHANGHAI, CHINA
CASE 8.2. RE-ENTRY SHOCK: A FAMILY AFFAIR
APPENDIX 8.1. IMPORTANT INTERNATIONAL BUSINESS TRAVEL CONSIDERATIONS
PUZZLING PERFORMANCE APPRAISAL
PERFORMANCE MANAGEMENT PROCESS
IMPORTANT CONSIDERATIONS FOR GLOBAL PERFORMANCE MANAGEMENT
PLANNING AND IMPLEMENTING GLOBAL PERFORMANCE APPRAISALS
CASE 9.1. UPSTREAM PERFORMANCE MANAGEMENT: CULTURE SHIFT AT CITIGROUP
CASE 9.2. CUSTOMIZING HCN PERFORMANCE APPRAISAL DESIGN
COMPENSATION CONVERGENCE
MANAGING COMPENSATION ON A GLOBAL SCALE: FUNDAMENTAL PRACTICES
KEY COMPENSATION CONSIDERATIONS FOR EXPATRIATES, HCNS, AND TCNS
CASE 10.1. EUROPE STRAINING UNDER PENSION SYSTEM BURDEN
CASE 10.2. EXECUTIVE PAY: INCREASING THE THREAT OF CHINA’S WEALTH GAP
UNION TROUBLE IN KOREA’S AUTO INDUSTRY
CURRENT ER ISSUES
INFLUENCE OF MNCS AND UNIONS ON GLOBAL ER
CASE 11.1. AT DOMINO’S, ER BEGINS WITH MANAGERS
CASE 11.2. AGE DISCRIMINATION IN THE WORKPLACE
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Managing a Global Workforce HR2

Managing a Global Workforce HR2

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Published by Vladka Adamenková

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Published by: Vladka Adamenková on Mar 12, 2012
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