国际人力资源管理教材英文讲稿讲义教材.docx
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国际人力资源管理教材英文讲稿讲义教材
InternationalHumanResourse
Management
——ManagingPerpleinaMultinationalContext
TeachingMaterialsofEnglish
Chapter1Introduction
Learningobjectives
Afterconsideringthischapter,thereaderwillbeabletodescribe
●Theinternationalizationofbusiness
●TheinternationalizationofHRM
●ThethreemajorformsofIHRM
●DifferencesbetweeninternationalanddomesticHRM
●ThetheoriesforHRM&IHRM
Keyterms
ØInternationalbusiness(IB)
ØInternationalHumanResourceManagement(IHRM)
ØMultinationalenterprises(MNEs)
ØSmallandmedium-sizedenterprises(SMEs)
ØStrategicIHRM(SIHRM)
1.Internationalbusiness
Thecasesforbegainning
ACTION1.1
1.NameonecampanyortwowithrunningIB.
2.HarryRamsden’sgoesinternational
TheinternationalizationofbusinessjustasmanylargecompaniessuchasMotorola,GE,etc.,havebeenrequiredtogoglobaloverthepastdecade,smallandmedium-sizedfirms(SMEs)havedonethesame,suchasHarryRamsden's,reportedinIHRMinAction.Itisthesmallerandmedium-sizedfirms,suchasHarryRamsden'sFishandChips(fromtheUK),thatillustratewhatishappeningtoextendtheimpactofinternationalbusinessthroughouttheworld.Youcannameotherexamplestoillustratethispoint.
HarryRamsden'sgoesinternational
Deep-friedfishandchipshavebeenaperennially(持续不断地,一直地),popularfoodinEngland.Buttheyhavehistoricallybeenverylocalintheiroperation.OneofEngland'spremium(特级的)fish-and-chipshops,HarryRamsden's,though,foundedinGuiseley,Yorkshire,in1928,isoneofthefewthathaveopenedshopsatmultiplelocations.BY1994thecompanyhadeightbranchesinBritain,withfourmorescheduledforopening,andoneinDublin,Ireland.ItsbusiestUKlocationisintheresorttownofBlackpool,generatingannualsalesof£1.5million(US$2.3million).HarryRamsden'smanagers,however,werenotsatisfiedwiththissuccess,theywantedtoturnHarryRamsden'sintoaglobalenterprise.
Tothisend,in1992thecompanyopeneditsfirstinternationaloperationinHongKong.AccordingtofinancedirectorRichardTaylor,"Wemarketedtheproductas'Britain'sfastfood,anditprovedextremelysuccessful."WithintwoyearstheHongKongventurewasalreadygeneratingannualsalesequivalenttoitsBlackpooloperations.Halfoftheinitialclientele(顾客)inHongKongwereBritishexpatriates,butwithinacoupleofyears,morethan80percentofcustomerswereethnicChinese.
Emboldenedbythissuccess,HarryRamsden'shas(asof1999)openedadditionalbranchesinSingapore,Dublin,Ireland,Dubai,UnitedArabEmirates(阿拉伯酋长国),andMelbourne,Australia;butitsbiggestpotentialtargetmarketisseenasJapan.InanexperimentalshopinTokyo,theJapanesetooktothisproduct,despitetheirtraditionalaversiontogreasyfood.SoHarryRamsden'sbegantolookforJapanesepartnertoestablishajointventureinJapan.
Asforthefuture,RichardTaylorstatestheirinternationalstrategy:
"wewantHarryRamsden'stobecomeaglobalbrand.IntheshorttermthegreatestreturnwillbeintheUK.ButitwouldbeamistaketosaturatetheUKandtheturntotherestoftheworld.We'dprobablycomeacropper(失败)whenweinternationalized.Weneedexperiencenow."
2.TheimportanceofstudyIHRM
ACTION1.2
DemonstratetheissuebyacaseinShanghai
Supplementarymaterial----fromChinaDaily,20080102,page5
Shanghai‘heaven’forexpatriates
~60,000foreignprofessionalsdrawntoopportunitiesincity
BYWANGHONGYIANDQIANYANFENG
SHANGHAI:
For28-year-oldSelvamaniamKosala,workinginShanghaiisbotharefreshingandrewardingexperience.
TheelectronicsengineerfromKualaLumpur,Malaysia,movedtothecityinNovember2005withherhusband,aproductmanagerfortheAsia-PacificregionofRoyalPhilipsElectronics.
Kosie,asshelikestobecalled,saidthatwhileshewasquitecontentwithherlifeandworkbackhome,theopportunitiesofferedinarapidlydevelopingChinawerejusttoogoodtoresist.
"IthinkImadetherightdecision."Kosiesaid.
"Thecityprovidesgreatopportunitiesforforeignerslikeuswhowanttostartacareerhere."
KosieworksinthetechnicalwritingdivisionatIBMinthecity'sPudonghi-techzone.
"Ihavebeenevenhappiersincemydaughterwasborn10monthsago,"shesaid.
"Sheseemstolikethecityasmuchaswedo,andIhopethatgrowingupinabilingualenvironmentwillbenefitherinthefuture."
Inrecentyears,Shanghaihaswitnessedahugeriseinthenumberofforeignersmovingtothecitytolive.
Accordingtothemunicipallaborandsocialsecuritybureau,thenumberofexpatriateworkerslivinginthecitygrewfrom4,000in2000tomorethan60,000attheendoflastyear.
SunHande,directorofthebureau'slaborandemploymentcenterforforeigners,said:
"ThisshowsShanghaiisbecomingmoreandmoreforeigner-friendlyandanincreasinglypopularchoiceamongexpatsasaplacetostartanewcareer."
ThelargestnumbersofexpatshailfromJapan,theUnitedStatesandSouthKorea."Mostofthemhavegoodacademicqualifications,with89percentholdingbachelor'sdegreesorbetter,"hesaid.
Mostexpatsworkforforeignfirmsinmanagerialandtechnicalpositionsinareassuchasrealestate,banking,insuranceandconsultancy.
"MyfriendsthinkShanghaiisheaven.Thisispartlybecauseforeignersarepaidmorethanlocalpeople,butthecostoflivingislow,"MarieSander,ayoungGermanwomanworkingasaninternataChineseconsultancyfirminShanghai,whoplanstostayaftergraduationinGermany,said.
SunsaidforeignerslookingtoworkinShanghaicannowapplyonlineforanofficialpermitandthebureauwillprocesstheirapplicationswithinfivedays,fasterthanthenationalstandardof15days.
Proceduresattheentry-exitadministrationhavealsobeensimplifiedtoencouragetheinflowofforeignprofessionalsinselectedfields,Suntold.
ChinaDaily,20080102,page5.
3.TheinternationalizationofHumanResourceManagement
3.1DefinationofIHRM
Theaboveparagraphsmakethepointthatbusinessisglobal.Allaspectsoftheenterpriseareaffected.Thiscourseisaboutonespecificfunctionofbusiness,theinternationalnatureandimplicationsofthemanagementfunctiontermedhumanresourcemanagement(HRM).ThusthefocusofthistextisInternationalHRM(IHRM).ThemorebroadlydefinedfieldofIHRM,isaboutunderstanding,researching,applyingandrevisingallhumanresourceactivitiesintheirinternalandexternalcontextsastheyimpacttheprocessofmanaginghumanresourcesinenterprisesthroughouttheglobalenvironmenttoenhancetheexperienceofmultiplestakeholders;includinginvestors,customers,employees,partners,suppliers,environmentandsociety.
广义的国际人力资源管理是指:
理解、研究、应用与改善全球环境下影响企业人力资源管理过程的内、外部情景中所有人力资源活动,以提高投资者、顾客、员工、合作者、供应商、环境与社会等多种利益相关者的体验。
Astheglobaleconomyexpands,asmoreproductsandservicescompeteonaglobalbasisandasmoreandmorefirmsoperateoutsidetheircountriesoforigin,theimpactonvariousbusinessfunctionsbecomesmorepronounced.Practitionersinallbusinessfunctionsmustdeveloptheknowledge,skills,andexperienceintheinternationalarenawhichwillenablethemandtheirfirmstosucceedinthisnewenvironment.Thisnewrealityisjustastrue(asthiscoursewilldemonstrate)fortheHRMfunctionasitisforotherbusinessdisciplines,suchasfinanceormarketing,whichoftengetmoreattention.Thepurposeofthiscourseistodescribetheknowledge,skills,andexperiencesnecessaryforthesuccessfulmanagementoftheIHRfunction,afunctionthatisincreasinglyperformedbyallemployeesincompanies,includingHRprofessionals(intheHRdepartment),managersandnon-managers.
3.2FormsofInternationalHRM
InthecaseofHRM,internationalizationcantakemanyforms.Forpracticalpurposes,HRmanagersinmosttypesoffirmscanorwillconfrontatleastsomeaspectsofinternationalization.Thisistosay,theglobalizationandtechnologyfactorsthathaveledtotherebeing"noplacetohide"forbusiness,ingeneral,havealsoledtotherebeingnoplacetohidefortheHRprofessional.Humanresourceprofessionalscanfindthemselvesinvolvedinandthereforemustunderstand-IHRMissuesinanyofthefollowingpossiblesituations(whichincludeHRMpositionsinalltypesoffirms,notjustinternationalHRpositionswithinthetypesoffirmsusuallyfocusedon,i.e.,workingattheheadquartersofanMNEorintheparent-countryoperations).
Inallcases,theinternationalaspectsofthesituationincreasetheexposureandliabilitiesforHRmanagersandplaceonthemever-increasingdemandsfornew,internationallyfocusedcompetencies.ThistextisdedicatedtohelpingdeveloptheunderstandingandcompetenciesnecessaryforHRmanagerstosucceed(personallyandprofessionallyasbusinesscontributors)intheinternationalarena.
3.2.1Theoperationofparent-countryfirmsoverseas
Thissituationinvolvesworkingasaparent-countryHRprofessionalinthemainorregionalheadquartersofthetraditionalmultinationalenterprise(MNE).Increasingly,thiscouldalsomeanworkingasanexpatriateHRmanagerinaforeignsubsidiaryofanMNE.Thisisthebest-knownoftheinternationalbusinesssituationsandincludes,forexample,aparent-countryHRmanagerworkingintheheadquartersorparent-countryoperationsoffirmslikeCoca-Cola,Ford,Motorola,andCitibankfromtheUS,orShell,Ericsson,andUnileverfromEurope,orsony,andAcerfromAsia,allfirmsthathaveextensiveforeignbusinessactivity.TypicalheadquartersIHRMresponsibilitiesincludeselectingandpreparingemployeesforandtransferringthembetweenthevariouscountrylocationsofthefirm,