Summary: International Hrm
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Describe the workforce planning process
1) availability of data regarding to employees
2) population characteristics
3) increasing diversity of labour forces
4) immigration and emigration
5) brain drain -
What are different options for MNE regarding to staffing?
etnocentric staffing (people from HQ country)
polycentric staffing (people from subsidiary country)
regiocentric staffing (people from region country)
geocentric staffing (people from everywhere) -
What different typer of international employees are there
- parent country national
- host country national
- third country national
- expatriates
- repatriates
- inpatriates (people who go and work at HQ and are not from that country) -
How do you advocate for training and development programs for the MNE's global managers and workforce?
- think and act global
- focus on a global system
- develop global leadership skills
- make learning a core competence -
Why is learning so important for MNE's?
because it is very complex to do business internationally -
Why think and act global?
because every country is different, and every time a company goes to another country, it has to reinvent itself -
What are the challenges for training in the international workforce?
- decide who should do the training in the subsidiary
- are there local cultures or training habits to be considered
- what are the effects of language differences
- should training facilities be adjusted for management in different countries -
What are key learning objectives to empower a productive global workforce?
- culture
- language
- learning styles
- education level and forms -
How do you develop a global mindset?
- 4 t's (travel, training, team, transfer)
- going through a culture shock
- become sensitive for cultural differences
- mastering cosmopolitan skills -
which competencies should global leaders develop
- savvy
- curiosity
- charismatic character
- perspective
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