国际人力资源管理的重要性 The Importance Of IHRM [4]
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论文字数:2000论文编号:org201710131513545433语种:英语 English地区:美国价格:免费论文
关键词:IHRM国际商务管理assignment范文
摘要:本文是留学生International Business Management国际商务管理assignment范文,主要内容通过当前全球化的商业背景下,分析国际人力资源管理的重要性。
neration package, where remuneration will be based on the individual achievement and contribution to the organisation. This style of remuneration is widely practice in the western country and in organisation where achievement and contribution can be quantified.
Adopting the right remuneration package will not only spur employees to give their best but more importantly, it can retain the talents and boost the organisation's reputation.
Performance Appraisal
Conventionally, performance appraisal was considered as a knotty problem in the HR function and internationalisation of organisation simply complicate this function further. Different cultures will have different appreciation for performance and it is virtually impossible to set a standard for performance. For example, to get a good performance appraisal in China, one will need to have good personal relationship with their superiors. (Lu et al, 1998) Knowing strong and influential people will also ensure a smooth work life. But this might not be the case in organisation where good performance simply mean high sales figure or other factors which can be quantified.
Performance appraisal for expatriate is much more elaborated. The scarcity of resources available( eg. Poor infrastructure and communication) and the expatriate soft skill( eg. Adaptability and resourcefulness) must also be taken into account when doing their performance appraisal so as to establish a system of fairness to the expatriate.
A reliable method to ensure that a professional and unbiased performance appraisal is being carried out is to have a set of guiding questions. These questions will act as a guide as to how a performance appraisal should be done. Stone(2008), listed a few questions which is fundamental to performance appraisal. Questions akin to definition of performance; what is the performance criteria; will the same criteria be use across all level of in the organisation and will the performance appraisal be assessed on a group or individual basis.
International staffing process
International staffing can also be term as international recruitment process. Organisations typically have three options of candidates namely the home country nationals, host country nationals and third country nationals. The home country nationals are the natural choice when it comes to international staffing as they are much well versed in the organisation goals, objectives and culture.
Expatriate are constantly employed in global organisations. But what are the problems faced when employing expatriate? We can broadly classify the problems into expatriate selection and expatriate failure.
Expatriate selection process
Expatriate selection can be very complex in nature. Expatriate are constantly being expose to a spectrum of social and personal problems examples language barrier, culture differences and physical environment. If these are unanswered, it will ultimately lead to the failure of the expatriate. Organisation often perceive that a high flyer back home will do equally well in a foreign country, therefore emphasis is always on the expatriate's work experience and capability rather than focusing on the expatriate ability to blend into the new environment.
Stone (2008) did a survey from different HR managers all over the world. Stone's survey was to determine the essential select
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