人力资源管理02_GlobalHRM.doc

HUMAN RESOURCE MANAGEMENT GLOBAL HUMAN RESOURCE MANAGEMENT Dr. Dan Trotter Rev 07/02/08 I. Intro global business today is huge 1. and getting bigger all the time 2. this means that global HRM issues are becoming more important all the time Omissions 1. “The Diagnostic Model and Global HRM” 2. “The Concept of ‘Fit’ in Global HRM” 3. “Labor Relations and the International Corporation” II. The impact of culture on global human resource management the Hofstede model 1. Hofstede’s central argument national cultural differences aren’t changing much at all 2. five ways that cultures differ (the first four are according to Hofstede) individualism vs. collectivism i. personal example I was told that cheating on exams by Chinese college students was a way for the stronger students to help the weaker students i. so the whole class would not lose face if the weaker students failed ii. in the USA, the stronger students would feel resentful A/ because their grades would not look as good relative to the weaker students power distance cultures with a high power distance emphasize inequality examples large offices titles ii. cultures with a low power distance emphasize equality example i. giving workers much input into decisions c. avoidance of uncertainty examples of high avoidance of uncertainty a. predict the future control the future influence the future ii. ask: is China a “high avoidance of uncertainty” or “low avoidance of uncertainty” culture? d. masculinity masculine cultures have strictly defined sex roles A/ example 1/ Japan e. long-term vs. short-term orientation this factor as a result of studies of Chinese values A/ ask: is China “long-term” or “short-term” oriented? III. Sources of employees for an international assignment preliminary definitions 1. concerning corporate structure multinational corporation has operations in many different nations A/ but each company in each nation is a relatively separate enterprise ii. control remains with th