Chapter Four

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Chapter Four

The Global Environment

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Chapter Outline

• 1.The Growth of International Business

• 2.Global Issues in IHRM

• 3.The HR Function in IB

• 4.Managing International Transfers and Assignments

• 5.Domestic Issues in IHRM (subsidiary)

• 6.Differences between domestic and IHRM

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The Growth of International Business

• International business is booming.

• International business is not new, it dates back thousands of years.

• During the 1950s, the U.S. was the dominant force.

• In the 1960s, the U.S. was challenged by other countries.

• In the 1990s, U.S. firms began to rebuild themselves.

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Developments That Have Impacted the Global Economy

• Developed countries, such as the U.S., Japan, and countries of Western Europe have experienced slowing rates of growth in their populations.

• This trend has implications for the demand for certain types of goods.

• Other countries such as Mexico, India, Indonesia, and China are experiencing rapid population growth.

• No business can afford to ignore the global environment.

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The Growth of International Business

•台灣的狀況 ?

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國際人力資源管理之定義

Morgan將國際人力資源管理定義為：「人力資源活動」、「員工類型」以及「營運的國家」這三個構面的交互作用。

國際人力資源管理模式可分為三個構面：廣泛的人力資源活動三種包含於國際人力資源管理活動的國籍或國家範疇國際公司三種類型的員工

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A model of IHRM

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Global Issues in International Human Resource Management

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Fundamental Challenges in International Business

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Specific Human Resource Issues in International Business

• Exporting– The process of making a product in the

firm’s domestic marketplace and then selling it in another country

• Licensing– One company granting its permission to

another company in a foreign country to manufacture and/or market the first company’s products in the second company’s local market

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Specific Human Resource Issues in International Business (cont’d)

• Direct investment– A firm headquartered in one country builds

or purchases operating facilities or subsidiaries in a foreign country

• Joint venture or strategic alliance– Two or more firms cooperate in the

ownership and/or management of an operation, often on an equity basis

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Managing International Transfers and Assignments

• Expatriates– Employees who are sent by a firm to work

in another country and may be either parent-country nationals or third-country nationals

– Expatriates are PCNs from the parent country operations, TCNs transferred to either HQ or another subsidiary, and HCNs transferred into the parent country

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International assignments create expatriates

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外派人員的人力資源管理議題

• Key areas of importance– Selecting, training, and compensating

expatriates, international labor relations…

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Domestic Issues in International Human Resource Management

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Differences between domestic and international HRM

• More HR activities• The need for a broader perspective• More involvement in employees’

personal lives• Changes in emphasis as the workforce

mix of expatriates and locals varies• Risk exposure• Broader external influences

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影響本國與國際人力資源活動差異之變項

文化環境跨文化研究的另一個探討的研究議題是所謂「主格─普世」 (emic-etic)

文化認知之重要性產業類型多國籍企業地主國與本國市場的可信賴程度高階管理者的態度