Managing Global Human Resources

2493 Words Sep 25th, 1999 10 Pages
MANAGING GLOBAL HUMAN RESOURCES

The environment in which business competes is rapidly becoming globalized. More and more companies are entering international markets by exporting their products overseas, building plants in other countries, and entering into alliances with foreign companies. Global competition is driving changes in organizations throughout the world. Companies are attempting to gain a competitive advantage, which can be provided by international expansion. Deciding whether to enter foreign markets and whether to develop plants or other facilities in other countries is no simple matter and many human resource issues surface. (Noe, Hollenbeck, Gerhart, and Wright; 534)

Doing business globally requires that adaptations
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National companies do not become global companies immediately. Involvement in international HRM depends greatly on a company 's phase of globalization. Import-export firms. Firms in the first phase of globalization simply move products across national boundaries. The firm does not employ people in other countries, except a few managers responsible for negotiating business agreements. These agreements usually involve buying or selling complete products or services. Import-export firms need to understand their trading partners ' cultures and usually must overcome communication barriers to negotiate agreements. Negotiations are usually done by expatriate representatives, but expatriates are not employed as extensively by import-export firms as by multinational enterprises. HR policies and practices remain relatively unchanged from the company 's traditional home-base practices. (HR Magazine,06-01-1995)

Multinational enterprises (MNEs). Firms in the second phase of globalization have strategic corporate units located in foreign countries. Part of the firm 's goods or services may be produced in one country, then possibly moved to another country for additional assembly, and ultimately distributed to other countries where they are sold by employees of the firm. MNEs typically make extensive use of expatriate managers who are sent from headquarters to oversee foreign operations. Expatriate

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