2. The globalisation of the world’s business
economy - main reason for international
human resourcing.
The conduct of “business” has become a
truly global activity for many reasons:
Increased travel
Rapid transfer of new technology
Growing trade - foreign competition
The emigration of large numbers of people
Increased pressure on costs
The search for new markets
Government policy
Decreasing trade barriers and opening markets
3. Basically there are four components for
developing proper international staff and
multinational teams:
International recruitment and Selection
International training and development
Cross cultural training
Localisation: Societies, organization and
employees
4. Economic scanning and organisational capability
Manpower Planning:
• Present and future … shifting nature
• Outsourcing Alternatives
Competency Clarity:
• Thinking - Seasoned Judgment
• Strategic Management
• Leadership
• Interpersonal skills
• Communication
• Self Management
• Depth and Breadth of Technical and Functional Skills
• Resource Management
5. Segment-wise sourcing plan
Identifying international talent location as a
source.
Total reward offerings
6. Training in the international context essentially
focuses on bridging the gap between the
capabilities of the individual hired and the role /
responsibilities of the job he / she is being hired
MNC’s may make use of expats for short
term/long term international job assignments
Focus for Short term assignments training is narrowed
towards objectives of the assignments and minimal
importance is given to cultural gaps and work life
differences.
For a long term assignment significant amount of time
and effort is devoted towards coaching the employees
on cultural differences, workplace behaviour and
national etiquette, eating habits and coping strategies
to help sustain success during the assignment.
7. Developing an international team starts from
recruitment and selection followed by
training and development.
Recruitment
and Selection
Training Development
International
Team
Pre-departure
Training
International
Assignments
8. MNC’s offer Cross Cultural Training (CCT)to teach
their expats, the host country’s appropriate norms
and behaviour
CCT may be understood as any planned
intervention to increase the knowledge and skills
of the expatriates to live and work effectively in
a unfamiliar host country and culture.
Components of cross cultural training are:
Preliminary visits
Language training
Practical assistance
Cultural awareness program
Job related factors
Cultural knowledge and skills and facilitates expatriates’
adjustment to the host country’s culture
10. Truly global operations means having a team of
international managers who are available to go
anywhere in the world.
Provide international experience to many levels
of managers
Short-term development assignments ranging
from a few months to several years
International job rotation
Attendance at common training and
development programs held either in the parent
country, or regional centers, or both
International meetings in various locations that
foster interaction and personal networks
11. Issues related to recruitment of potential
expatriate employees
Issues related to retention of expatriate
employees
Expatriate performance and expatriate
‘‘failure’’
Global Talent Management