In a number of cases the foreign market entry and strategy implementation involve negotiation with the government of the foreign country and / or foreign firm. International business plans “are always often implemented through, face-to-face negotiations with business partners and customers from foreign countries. The sales of goods and services, the management of distribution channels, the contracting for marketing research and advertising services, licensing and franchise agreements and strategic alliances all require managers from different cultures to sit and talk with one another to exchange ideas and express needs and preferences. Executives must also negotiate with representatives of foreign governments who might approve a variety of their marketing actions’ or in fact be the actual ultimate customer for goods’ and services.… Read the rest
Abey Francis
Abey Francis, a freelance writer and a professional blogger who enjoys
the challenges of creativity and attention to detail. He has published
many articles and editorials regarding management on different blogs and online journals. His articles stimulate thinking of corporate managers
on key issues of organizations and management. His research interests
focus on international management, International trade finance,
Investment management, leadership, social capital and knowledge
management in enterprises and cross-culture studies.
Gender Bias in International Business
The gender bias toward women managers that exists in many countries creates hesitancy among U.S. multinational companies to offer women international assignments. Questions such as, Are there opportunities for women in international business? And should women represent U.S. firms abroad? Frequently arise as U.S. companies become more international. As women move up in domestic management ranks and seek career related international assignments, companies need to examine their positions on women managers in international business.
In many cultures-Asian, Arab, Latin American, and even some European women are not typically found in upper levels of management. Traditional roles in male-dominated societies often are translated into minimal business opportunities for women.… Read the rest
Personnel Action Systems (PAS)
As the name itself specifies, Personnel Action Systems (PAS) supports the activity of the personnel department in taking actions on the following:
- Filling job openings and
- Recording and reporting promotions, transfers, terminations and other employee status changes.
Two systems involved in Personnel Action Systems (PAS) are:
- Placement data system and
- Personnel activity reporting system.
The details vary from organization to organization. Equal employment opportunity and affirmative action concerns in USA are making more extensive data systems necessary with respect to both the above systems.
There is a growing need to document the search procedure employed to job applicants and the decision procedure by which the new applicant is selected.… Read the rest
Personnel Administration Data Systems (PADS)
Personnel Administration Data Systems (PADS) provide data needed to carry out the personnel administration responsibilities of an employer. As the government legislates additional protections and social programs, these responsibilities have increased and are growing. Affirmative action requirements in USA, health and safety regulations and pension plans regulation are many new sources of the employer’s responsibilities.
Payroll and personnel planning data system (PPDS) are closely related to PADS, all using the employee master file. Not only accessing the file, but updating of file is often organized on a coordinated basis. Data items in the employee file are updated by the payroll system not for self but also for PADS and PPDS.… Read the rest
Job Evaluation – Meaning, Definition, Objectives and Process
For fixing compensation to different jobs, it is essential that there is internal equity and consistency among different job holders. Job evaluation aims to provide this equity and consistency by defining the relative worth of different jobs in an organization. Job evaluation is the process of determining the relative worth of different categories of jobs by analyzing their responsibilities and consequently, fixation of their remuneration.
So, Job evaluation is the process of determining and quantifying the value of jobs. It is the systematic scoring and comparison of jobs along organizationally determined dimensions of job worth, such as, in the effort, responsibility, complexity, importance, skills and the working conditions of a job.… Read the rest
Concepts of Job Description and Job Specification
Job Analysis is the systematic process of collecting and making judgments about all the important information related to a job. Job Analysis is the procedure through which one determines the duties and nature of the jobs. It also determines the kinds of people who should be hired for those jobs. General purpose of job Analysis is to document the requirements of a job and the work performed. Moreover job Analysis is fundamental to the preparation of job specification and description.
Job DescriptionJob description is a broad statement of the purpose, duties and responsibilities of a job or position. A job description is based on a detailed job analysis and usually summarizes the essential information gathered through job analysis.… Read the rest