This presentation discusses the strategies for managing people in a global context, focusing on the case of Atlas Engineering's international operations in the United Kingdom. It covers topics such as pre-departure training, performance management, compensation management, and repatriation programs. The challenges faced by employees returning to their native country after an international assignment are also discussed.

Final assessment

Develop an IHRM strategy for an MNE located in your region or country that has subsidiaries in foreign countries. Test practical knowledge in IHRM and ability to identify the influence of cross-national differences on HR practices in MNEs.

This document covers managing people in a global context. It offers an overview of global human resource management and provides tips and tools for managing a diverse workforce.

Managing People in Global Context - Desklib

Managing People in Global Context

This report discusses the importance of international human resource management in managing people in a global context. It explores the challenges and strategies for expanding business operations internationally, using the example of Atlas Engineering's plan to launch their international operations in the United Kingdom. The report also examines the factors driving standardization and localization in their HRM practices.

Business Development

Leadership Management

Professional Development

Languages and Culture

This article discusses the major factors associated with appraisal of expatriate managerial performance, key challenges in training expatriate managers, importance of compensation practices of other countries for MNEs, personal views of international initiatives to criminalize foreign bribery, and typical challenges for HRM in internationalized SMEs. It also highlights the emerging trends in global mobility programs, compensation benefits, and the need for ethical practices in HRM.

International Human Resource Management: Appraisal of Expatriate Managers, Training Challenges, Compensation Practices, Bribery Criminalization, and HRM Challenges in SMEs

This presentation discusses the top three HR practices for international businesses: expatriation and repatriation, international compensation, and recruitment and selection. It covers the advantages and disadvantages of each practice, as well as different approaches and models for implementation. The presentation also highlights key issues and challenges faced by HR managers in the global context.

The Three Most Important HR Practices for an International Business

This document discusses the challenges faced by expatriates in language and culture when working in foreign countries. It explores the impact of cultural differences, language barriers, and adaptation difficulties on job performance. The document also highlights the reasons for expatriate failure and the complexities of expatriate compensation.

Challenges in Language and Culture for Expatriates

international policies

This report discusses the challenges faced by expatriates in adjusting to foreign cultures and factors that contribute to their success. It also explores the factors contributing to the globalised economy, such as technological advancements, containerisation, and economies of scale. Additionally, it discusses international policies that promote international trade, including trade agreements, bilateral and multilateral agreements, preferential trade agreements, and comprehensive economic partnerships.

Detroit Business Institute

Economics

Political Science

International Human Resource Management and Globalised Economy

Doctorate of Business Administration

In this assignment, we will discuss&nbsp;Expatriate Failure Is A Common Challenge For Multinational corporations&nbsp;(MNCs) and governments increasingly rely on expatriates to function as knowledge transfer agents in today&#39;s internationally competitive business environment as foreign investment continues to rise. MNCs often send expatriates back to their home country after sending them abroad for at least a year to work and live in order to finish a certain assignment (Kraimer, et al., 2016). Employers who conduct business abroad must be specially trained and have a thorough awareness of local customs, business dynamics, legal landscapes, and workforce diversity.

Managing People in Global Context

End of preview

Managing People in Global Context

International Human Resource Management: Appraisal of Expatriate Managers, Training Challenges, Compensation Practices, Bribery Criminalization, and HRM Challenges in SMEs

The Three Most Important HR Practices for an International Business

Challenges in Language and Culture for Expatriates

International Human Resource Management and Globalised Economy

Multinational Corporations' Challenge for Global Competitiveness

Managing People in Global Context

End of preview

Managing People in Global Contextlg...

International Human Resource Management: Appraisal of Expatriate Managers, Training Challenges, Compensation Practices, Bribery Criminalization, and HRM Challenges in SMEslg...

The Three Most Important HR Practices for an International Businesslg...

Challenges in Language and Culture for Expatriateslg...

International Human Resource Management and Globalised Economylg...

Multinational Corporations' Challenge for Global Competitivenesslg...

Managing People in Global Context

International Human Resource Management: Appraisal of Expatriate Managers, Training Challenges, Compensation Practices, Bribery Criminalization, and HRM Challenges in SMEs

The Three Most Important HR Practices for an International Business

Challenges in Language and Culture for Expatriates

International Human Resource Management and Globalised Economy

Multinational Corporations' Challenge for Global Competitiveness