国际人力资源管理教材英文讲稿讲义教材.docx

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,