Global Human Resource Management (GHRM)

PRESENTED BY: AKANSHA SHIVANG PRATIKSHA RIJUL

Global Human Resource Management (GHRM)

Refers to the policies and practices related to managing people in an internationally oriented organization
Includes the same functions as domestic HRM There are many unique aspects to human resource management in the international organization

Objectives of global HRM

Create a local appeal without compromising upon the global identity. Generating awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries. Training upon cultures and sensitivities of the host country.

TYPE OF GLOBAL EMPLOYEES

PCN HCN

TCN

Global HRM and the Staffing Policy

Staffing policy
Selecting individuals with requisite skills to do a particular job Tool for developing and promoting corporate culture View People as Resource ($in profit out)

Types of Staffing Policy

Ethnocentric Polycentric Geocentric

ETHNOCENTRIC APPROACH

Polycentric approach

Geocentric approach

International Selection
cultural adaptability, strong communication skills, technical competence, professional or technical expertise, global experience, country-specific experience, interpersonal skills, language skills, family flexibility

Need for Cultural Training

Sense of self and space Language Dress & Appearance Food, eating habits Time consciousness Relationships Values and norms Beliefs and attitudes Mental processes and learning Work habits and practices

Global HRM at Coca Cola

Coca cola percieved as quintessential global corporation, as one of the most succesful multinatonal enterprise . Although headquartered in atlanta , the company has priveleged to establish its headquarters anywhere , coca cola consider itself as a multilocal ie. It present the brand with local face in nearly 200 countries where it does business therby deriving 80% of its operating income from businesses outside US . Its philosophy think globally act locally captures the essence of coca colas cross border management mentality

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Coca-cola manages its global operations through 25 operating divisions that are organized under 6 regional groups. The corporate HRM function is charged with providing the glue that binds these various divisions and groups into the cocacola family in two main ways
1. By propagating a common human resource philosophy within the company 2. By developing a group of internationally minded mid-level executives for future senior management responsibility. CocaCola tries to staff its operations with local personnel. However, expatriates are needed in the system for two main reasons.-To fill a need for a specific set of skills that might not

 The corporate HRM group has about 500 high level managers involved in its global serving programme . Of the 500 participant in the programme , about 200 move each other . To ease the cost of transfer for these employees , Coca Cola gives those in its global service programme a US based compensation package . They are paid according to US benchmarks irrespective of the prevailing benchmark of the country they are located in. An ultimate goal of the programme is to build a cadre of internationally minded executives from which the future senior managers of coca cola will be drawn