International Human Resources Cheat Sheet

by Natalie Moore (NatalieMoore) via cheatography.com/19119/cs/2201/

Importance of HRM Types of compen​sation plans Polyce​ntric (cont)

Great people are a major resource in sucessful Balance Equals $$$ so expats have same Advantages Acknow​ledges unique merits of
MNEs sheet purchasing power / living country, least $$ staffing, makes
approach standard host govt and staff happy
Need to get right person in right job at right time
for right $$$ Typical Base salary, foreign service Drawbacks Compli​cates contro​lling and
package allowance, fringe benefits, tax coordi​nating, isolates ops,
Types of expatr​iates includes differ​entials reduces incentive for global
perspe​ctive
Home country nationals
Define HRM Approp​riate Multid​omestic
Third-​country nationals
if
Activities to staff a company

Geocentric benefits Difficult in intern​ational companies because of

HRM strategy
enviro​nme​ntal, strategic and org challenges
Managers may move between countries and Great HR = high produc​tivity, comp advantage,
cultures without losing their personal
Trends in expatriate assign​ments value creation
effect​iveness
Company strategy and HRM should be
Difficult to develop and maintain Time < 1 year
integrated
Age Trend to younger and older workers
How MNE HRM Gender Mostly male but female is rising 3 types of staff policy

Expatriate Screening execs re: desire and Ethnoc​entri Fill key positions with home
selection potential for foreign assign​ment. Polyce​ntric: Key Benefits
c country nationals
Screen for tech exp, ability to
Economical Local hire usually requires less Polyce​ntric Host country nationals
adapt (self-​mon​ito​ring, social
$$$ than an expat
skills, sensit​ivity) leader​ship. Geocentric Best people for key jobs
Nation​alism Host countries prefer local regardless of nation​ality
Expatriate Manager goes home due to bad managers
failure results, rate of failure is droping,
Management Giving top jobs to locals Ethnoc​entric: Key Benefits
higher in emergin econs (India /
develo​pment attracts and motivates local
China). Cost can be high
workers Command & Expatr​iates are familiar with
Expat Often failure of spouse / family to control home country so can be
Employee Local workers like to work for
failure adapt counted upon to transfer
Morale local managers for many social
reasons processes
and cultural reasons
Preventing Prep programs for general Local talent If shortage locally
Expat failure Expat failure can be $$$ and
failure country unders​tan​ding, cultural gaps
negative exp. Ceteris paribus
sensit​ivity, practical skills Social Symbol​ically and operat​ionally
locals less likely to fail
Comp Motivate, maintain standard of integr​ation integrates policies, fortifies
Local Locals understand local
packages living, reflect respon​sib​ili​ties, culture
innovation markets so a sense of
should ensure after tax $$$ won't fall,
innovation ops Local Expats offset breakdown of
maintain $$ equity among peers,
implem​ent​ati policies in transfer
compete with industry packages, on
be easy to admin Polyce​ntric
High turnover Expats have lower liklihood of
Repatr​iatio reinte​grating the expatriate into Assump​ adapts to differ​ences between home
locals defecting to a local company,
n the home country. Can pose tions & host, HQ strategy DM, local
Reduces IP loss.
work, $$, social problems. Find adapts to local market
Management Expat hard earned exp boosts
right job for returning manager.
develo​pment knowledge and promotes exec
leadership

By Natalie Moore Published 5th June, 2014. Sponsored by Readability-Score.com

(NatalieMoore) Last updated 13th May, 2016. Measure your website readability!
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 International Human Resources Cheat Sheet
by Natalie Moore (NatalieMoore) via cheatography.com/19119/cs/2201/

Ethnoc​entric

Assump​tion Presumes ideals, values and proactices superior,

s HQ are DM locals follow orders

Advantages Leverages core compet​ance, developes MGMT

team

Drawbacks Superi​ority complex, arrogance, cultural illite​racy,

may overlook local innovation ops

Approp​riate Intern​ational
if

By Natalie Moore Published 5th June, 2014. Sponsored by Readability-Score.com

(NatalieMoore) Last updated 13th May, 2016. Measure your website readability!
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