MANAGING GLOBAL

Jasmeen (Manager Sales)

HR GLOBE CONSULTING

www.hrglobeconsulting.com

 Globalization – Many companies have extensive overseas operations.

 Success depends upon Marketing & Managing overseas.

 The capability to become global – key determinant of success of Indian firms.

INDIAN COMPANIES WITH OVERSEAS OPERATIONS

GLOBAL PRESSURES

DEPLOYMENT KNOWLEDGE AND INNOVATION DISSEMINATION IDENTIFYING & DEVELOPING TALENT

INTER-COUNTRY DIFFERENCES

Cultural factors –influence HRM practices & policies.

But globalization is blurring national differences in cultures , best depicted by Mc Donald’s.

Economic systems France though a capitalist society- imposed restrictions on Employers rights to discharge workers.

Limited no. of hours an employee can legally work.

Legal & Industrial relation factors - Work councils have there own norms.

CODETERMINATION Employees have legal right to a voice in setting companies policies.

- Followed in Germany.

RECRUITING COMPENSATIO N VARIATIONS IN HR PRACTICES GLOBALLY SELECTION APPRAISING

MAKING GLOBAL HR SYSTEM ACCEPTABLE

Three best practices :  Global systems are more acceptable in truly global organizations.

 Investigate pressures to differentiate & determine their legitimacy.

 Try to work within the context of strong corporate culture.

DO’S

 Integrate global tools into local systems.

 Create strong corporate culture.

 Create global network for system development.

 Treat local people as equal partners.

 Differentiate when necessary.

 Communicate! Communicate ! Communicate.

 Dedicate resources for global HR efforts.

DONT’S

 Try to do everything same way everywhere.

 Yield to every claim “ We are different’ & prove it.

 Use local people just for implementation.

 Use same tools globally.

 Ignore cultural differences.

 let technology drive your system design- you can’t assume every location has same level of technology investment.

THANK YOU

HR GLOBE CONSULTING

www.hrglobeconsulting.com