Unit 9 Seminar Review Running head: UNIT 9 SEMINAR REVIEW

Unit 9 Seminar Review April Adams

Unit 9 Seminar Review Unit 9 Seminar Review The main topics discussed in this weeks seminar were global environment, training and development, performance management, and expatriates. Education, economic factors, and the political-legal system are all factors that affect HRM in an organization with international operations. Also discussed were the distinction between global expansion and offshoring. Some of the main terms discussed in this weeks seminar include global environment, outsourcing, offshoring, and expansion. The global environment is when organizations rapidly operate. Technology has helped with this by allowing all individuals around the world to

communicate and work together. Communications such as Skype and Adobe Connect for people to get together, talk, and possibly see each other at the same time. Expansion is a term where a current business is adding to its current operations. Outsourcing implies trading and maintaining a status quo. Outsourcing contains risks of losing employees. Lowering labor costs is a valid business decision, but offshoring is controversial. How can one compete with the prices in other countries? One way to do this is offshoring. Some companies pride themselves for being the best or having the highest quality. Other companies want to compete with having the lowest price on a product. This may or may not reinvent the American process. When one looks at the concept of offshoring from a business perspective, it is very risky. There are many hidden costs associated with it and employers do not want to jump in to this situation. Offshoring is different from outsourcing. Outsourcing refers to white-collar jobs such as customer service centers. Outsourcing typically refers to when a task is generally done within house that is now done somewhere outside of the companies establishment; this mostly refers to cross-country or foreign.

Unit 9 Seminar Review

Education focuses on the different amounts of skills and education a person has. In order for the company wishing to expand to offshoring to establish good employees to work for them, these employees must match certain requirements. A country that has unskilled or poorly educated citizens would not be the ideal country to use for any business in which the skills are lacking. The economic system influences the HRM practices per cost of employees, travel, communication costs, etc. It also provides many incentives for employees. These incentives include full pay and compensation for work as well as the company providing most of the expenses associated with living in the other country. One disadvantage is the possible complication of tax issues regarding compensation in-between countries. When an individual has been assigned to an offshore job, laws are in place for both the employee and employer. There are laws to consider and understand before going into the new country. The HRM has to know what requirements are needed. Training, hiring, and firing within the foreign country may be difficult. HRM must host a foreign national to help them take care of the human resource issues that arrive in the foreign country. Selection should be based on multiple criteria. Some abilities to help a candidate success is competency, motivation, willingness to learn, and communication. Acquiring these abilities is easy with the help of the company in which the expatriate will be working. The host company offers so many training programs for foreign workers. According to the textbook, there are many different impacts training has on individuals from foreign countries and some were discussed in seminar. Some of these include masculinity, time orientation, power distance, and individualism (Noe et al., 2009, p. 447).

Unit 9 Seminar Review References Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2009). Fundamentals of human resource management, 3rd edition. New York, NY: McGraw-Hill/Irwin.

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