Chapter 8 Global workforce planning Forecasting and staffing
Chapter 8 Global workforce planning, Forecasting, and staffing the multinational enterprise
Global workforce planning and forecasting 1. 2. 3. Objectives Key term Preparation
Factors that define the dynamics of global labor market Ø Quantity and quality of employment Ø The levels of employment and unemployment Ø The quality and extent of education Ø The occupational and industrial structure
Types of IEs l PCNs: Parent-country nationals l HCNs: Host-country nationals l TCNs: Third-country nationals HCNs International Employees PCNs TCNs
Differences Advantage Disadvantage PCNs HCNs TCNs Understand the company’s intention l. Language l. Creativity, l. Cut the cost of training l. Low salary l. Culture ability of management l. Potential l. High l Difficulty in adapting the demand l l cost l. Lack of experience and Cost time and money
Other types of IEs l l Purposes Types linked with traditional categories
PCNs: HCNs: l. Domestic l. Local internationalists l. Short-term foreign assignees hires l. International transferees l. Intermediate-foreign TCNs: Multiple categories: l. Immigrants l. International l. Internship commuters l. Long-term business trip
CHAPTER 9 Staffing the global enterprise l l l International assignees (IAs) The general process of selection Criteria for selecting IAs
Staffing the global enterprise l l Repatriation Inpatriation
Staffing the global enterprise l l Characteristics of successful IA selection programs Expatriate failures Expatriate success Cultural translator
CHAPTER 4 “International Human Resource Management; Managing People in a Multinational Context”. (D&W) Key issues in staff recruitment & selection for international assignment
Learning objectives 1. 2. 3. 4. The myth of the global manager Factors affecting the decision to stay or leave the international assignment Selection criteria for international assignment Dual-career couples
1. The myth of the global manager Myth 1: There is universal approach to management Myth 2: People can acquire multicultural adaptability & behaviour Myth 3: There are common characteristics shared by successful international managers Myth 4: There is no impediment/ obstacle to mobility.
2. Factors affecting the decision to stay or leave the international assignment a. b. c. Inability to adjust to the foreign culture Length of assignment Willingness to move
4. Selection criteria for international assignment a. b. c. d. e. Technical ability Cross-cultural sustainability Family requirement Language The use of selection tests
5. Dual-career couples a. • • • b. • • Alternative arrangements Short-term assignments Commuter assignment Other arrangements (unaccompanied assignments, replacing assignments with business travel, virtual assignments) Family –friendly policy On-assignment career support Job-hunting assistance Intra-company employment Inter-company networking
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