1. Effective GlobalHR ManagementHelping US-Based HR Professionals Successfully Support Multi-nationalsin the United Kingdom Presented by: Jennifer Elaine Boyd, MBA HRM
3. Overview Increase intercultural understanding to effectively support multi-national/global organizations; Identify cross-cultural differences and challenges among UK businesses; Employ effective communication systems in the multi-national working environment. Robert Morris University Illinois, 2011 Study Abroad 3
4. Globalization Why do firms internationalize? Enhance market opportunities; Achieve greater economies of scale; Production Administrative Competitive pressure from rival firms to enter foreign markets; Acquisition activity; Controlling ownership of foreign-based organization or subsidiary. Robert Morris University Illinois, 2011 Study Abroad 4
6. Starting - Point First rule – Assess the host country and organizational dynamics; Second rule – Distinguish between acceptable and unacceptable cultural norms (embrace cultural differences); Third rule – “Recognize the role local zones play and the challenges they uniquely face” (Salisbury, 2010). Robert Morris University Illinois, 2011 Study Abroad 6
7. Starting - Point Fourth rule – Build Trust & Cultivate Relationships. Robert Morris University Illinois, 2011 Study Abroad 7
8. Comparative Geographical Region The term “United States” when used in the geographical sense means the Continental United States, Alaska, Hawaii, Puerto Rico, Guam, and the Virgin Islands of the United States. Robert Morris University Illinois, 2011 Study Abroad 8
9. Comparative Geographical Region United Kingdom Western Europe, islands including the northern one-sixth of the island of Ireland Includes: England Northern Ireland Scotland Whales Northwest of France Robert Morris University Illinois, 2011 Study Abroad 9
11. Assessing Culture First Dimension Individualistic societies value the development of and focus on the individual; Collective societies value togetherness, harmony, belongingness, and loyalty to others. (Mello, pp. 612, 2010) Robert Morris University Illinois, 2011 Study Abroad 11
12. Assessing Culture Second Dimension “Power distance looks at the extent to which a society is hierarchical, with an unequal distribution of power among its members, as opposed to one where there are few distinctions and power is more evenly distributed among Individuals.” (Mello, pp. 612, 2010) Robert Morris University Illinois, 2011 Study Abroad 12
13. Assessing Culture Third Dimension Uncertainty avoidance refers to the extent to which a society feels comfortable with ambiguity, and values as well as encourages risk-taking. Fourth Dimension Masculine or feminine tendencies Masculine society is one that is more aggressive and assertive, focused on achievements. Feminine society is one that emphasizes interpersonal relationships and sensitivity toward the welfare and well-being of others. Robert Morris University Illinois, 2011 Study Abroad 13
22. Business cards are exchanged at the initial introduction without formal ritual. (Kwintessential, 2011) Robert Morris University Illinois, 2011 Study Abroad 15
25. Deliver policies, procedures and decision results in a legally compliant and locally appropriate fashion.Robert Morris University Illinois, 2011 Study Abroad 16
26. Key Considerations Identify local laws impacting current staff and workforce planning initiatives. Employment Contracts Expatriate Management “Imported” Labor to host country Robert Morris University Illinois, 2011 Study Abroad 17
27. HR’s Role HR must manage a broader range of functional areas: Clarifying taxation issues; Coordinating foreign currencies; Exchange rates; Compensation plans; Working with families of employees working overseas. Robert Morris University Illinois, 2011 Study Abroad 18
28. Working in the UK Immigrant Categories High – value migrants Skilled workers Temporary workers Domestic worker Sole representative of overseas firm Representative of overseas newspaper, news agency or broadcasting organization Robert Morris University Illinois, 2011 Study Abroad 19
29. ID Differences United States Photo ID United Kingdom Photo ID Robert Morris University Illinois, 2011 Study Abroad 20
30. Employment “If you are a Commonwealth citizen and at least one of your grandparents was born in the UK, you can apply to come here to work.” (UK Border Agency, 2011) Robert Morris University Illinois, 2011 Study Abroad 21
31. European Union Termination considerations Typically more stringent – employee favor Acquired rights Collective redundancy Work councils Personal data protection Robert Morris University Illinois, 2011 Study Abroad 22
32. Managing Expatriates Cultural preparations; Family adjustment Compensation and taxation factors; Localization of permanent expats; Repatriation. Reverse culture shock Reposition in home country Robert Morris University Illinois, 2011 Study Abroad 23
33. US Business Meetings Punctuality is important; Meetings appear relaxed, but taken quite seriously; Meetings are typically followed by an agenda; Meetings conclude with decision summary/minutes. Visual aides are generally used; Statistics are used to back-up business case; Most impressed by data analysis. Emphasis on controlling time. (Kwintessential, 2011) Robert Morris University Illinois, 2011 Study Abroad 24
34. UK Business Meetings Punctuality is important; Meetings are often determined by the composition of attendees; Same level – generally free flow of ideas; Senior ranking – will generally do most of the speaking. Exaggerated claims are avoided during presentations. (Kwintessential, 2011) Robert Morris University Illinois, 2011 Study Abroad 25
35. Building Relationships US Formal; Verbal communication is direct and straight forward; Values logic and linear thinking Does not insist on relationship history to conduct business; Relationship develops upon contract signing; Dress Code: Varies upon geographic region; ‘Casual Friday’ is common. UK Quite Formal; Verbal communication is direct, but modest; Written communication follows strict rules of protocol; Prefer long-standing relationships; Younger generation not as rigid. Dress Code: Business dress attire is typically formal; “Smart Casual.” Robert Morris University Illinois, 2011 Study Abroad 26
36. Works Cited Bhagat, R.S. & Prien, K.O. Landis, D. (Ed); Bhagat, R.S. (Ed), (1996). Handbook of intercultural training (2nd ed). Thousand Oaks, CA , US: Sage Publications, Inc. http://www.google.com/imgres?q=hr+managing+change+global+workforce+model&um Kwintessential. (2011). UK language, culture, customs and etiquette. http.//www.kwintessential.co.uk/resources/global-etiquette/UK.html Kwintessential. (2011). US language, culture, customs and etiquette. http://www.kwintessential.co.uk/resources/global-etiquette/usa.html Mello, J. (2010). Global human resource management. In J.W. Calhoun (Ed.), Strategic human resource management (pp. 610 – 623). Mason, OH: Cengage Learning. Salisbury, M. GPHR. (2011, Mach 16). Effective global hr leadership. Robert Morris University Illinois. Morris Graduate School of Management. PowerPoint lecture presented for SHRM-Morris Student Chapter. Chicago, IL. UK Border Agency. (2011). Retrieved from http://www.ukba.homeoffice.gov.uk/workingintheuk/ Robert Morris University Illinois, 2011 Study Abroad 27
