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1、1CHAPTERChapter10GlobalHumanResourceManagement全球人力资源管理overviewAlsoknownasinternationalhumanresourcesmanagement(IHRM),globalhumanresourcemanagement(GHRM)referstothepoliciesandpracticesrelatedtomanagingpeopleinaninternationallyorientedorganization.AlthoughGHRMinclud
2、esthesamefunctionsasthedomesticHRM,therearemanyuniqueaspectstohumanresourcemanagementininternationalorganizations.ThepurposeofthischapteristoexplaintheuniquecharacteristicsofGHRMandtoprovideaframeworkforunderstandingtheeffectsofnational,cultural,andglobalbusinessd
3、ifferencesoneffectiveHRMpractices.mainpointsinthischapter10.1FactorsAffectingGHRM10.2StaffingGlobalAssignments10.3GlobalAssignmentManagement10.1FactorsAffectingGHRMManaginghumanresourcesindifferentcultures,economies,andlegalsystemspresentssomechallenges.However,wh
4、endonewell,globalHRmanagementpaysdividends.Doingbusinessgloballyrequiresaconsiderationoffourgeneralfactors.10.1.1LegalandPoliticalFactorsThenatureandstabilityoflegalandpoliticalsystemsvaryfromcountrytocountry.ItiscrucialforHRprofessionalstoconductacomprehensiverev
5、iewofthepoliticalenvironmentandemployment-relatedlawsbeforebeginningoperationsinacountry.Theroleandnatureoflaborunionsshouldbeapartofthatreviewtoo.10.1.2EconomicFactorsEconomicfactorsarelinkedtopolitical,legal,andculturalissues,anddifferentcountrieshavedifferentec
6、onomicsystems.Inmanydevelopedcountries,especiallyinEurope,employmentrestrictionsandwagelevelsarehigh.Consequently,manyEuropeanfirmsaretransferringjobstolower-wagecountries.Inaddition,nationswithweakeconomiesmaynotbeabletoinvestinmaintainingandupgradingthenecessary
7、elementsoftheirinfrastructures,suchasroads,electricpower,schools,andtelecommunications.10.1.3CulturalFactorsMostHRprofessionalsnolongerquestionthatthereareimportantculturaldifferencesbetweennationsthatmightinfluencetheeffectivenessofGHRM.Therealissueisunderstandin
8、gthesedifferencesandensuringthatHRMandtheculturalorientationofemployeesarecongruentwithoneanother.ThefivedimensionsofculturedevelopedbyHofstede:Individu
