"Chapter 15: Internationalhuman resourcemanagement Presentation prepared by Troy Fuller Edith Cowan University © John Wiley and Sons AustraliaLearning objectives• On successful completion of this slide set, you will beable to:– Describe the major differences between domesticand international HRM. – Explain some of the key cross-cultural issues dealingwith communication, ethics, trust, managementstyle and EEO. – Describe the major challenges faced in internationalHRM relating to performance appraisal, training anddevelopment, remuneration and industrial relations. Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlLearning objectives (cont.)– Outline the major characteristics of HRM in Chinaand Japan. – Describe the key factors involved in the managementof international assignments.Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlFastFacts • Work-life balance is less important to employees in EastAsia than opportunities for career development. • Children of wealthy Thai business families favourpartners with the connections, reputations andknowledge to enhance their families’ business. • Minority Malaysian Chinese and Indians see Malays aslazy, Malays and Indians in turn see Chinese as greedy,while Chinese and Malays regard Indians asuntrustworthy. What are the implications of these Fast Facts? Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlGlobalisation and its impacts © John Wiley and Sons AustraliaSome definitions • Local employee – someone who lives and works in their home country. • Expatriate employee – someone who lives and works in a foreign country. • Why is this distinction important?Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlSome definitions (cont.) • Domestic HRM – HRM as practised within the geographicalboundaries of one country. Its focus is themanagement of people in a single-country context. • International HRM – HRM as practised by multinational organisations. Itsfocus is the management of people in a multi- country context. Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlInternational HRM policy Some questions to ask: • What type of organisation is desired? • What are the organisation’s key values? • What makes this organisation successful? • What is the organisation’s purpose? • What type of corporate culture is desired? Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlInternational HRM• The global view: – Policies must reflect an international, rather than anarrow, view.• HR technology implications: – Companies are leveraging technology to manage thecomplexities of global HRM and to deliver high- quality service.Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.htmlKey cross-cultural issues • Communications • Ethics • Trust • Management style • Equal employment opportunity (EEO). Purchase your textbook here: http://au.wiley.com/WileyCDA/WileyTitle/productCd-EHEP002727.html"