International HRM

The Skills and Knowledge of Succesfull Negotiators

Negotiator is the key person for the profitable survival of the organization in a competitive world. Negotiation as an art requires certain inherent qualities of an individual that makes the negotiator more dynamic and natural. Skillful managers must assess many factors when managing international business negotiations. The successful management of intercultural negotiations requires that manager go beyond a generalized understanding of the issues and variables involve. The negotiator must have the knowledge about the following things.

  1. Value: Business negotiators must make sure that they have an intelligent understanding of the facts that are the basis for any negotiation. Failure to gather & understand the relevant facts that support optimal deal making will result in a failed negotiation or negotiations where value or resources are left on the table.
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Abey Francis

International Business Negotiations

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

The Changing Nature of the Employment Relationship

Business environment is changing drastically in today’s corporate world. In early years of current management era manager were suppose to work exclusively with equipment’s, data and systems; performing traditional tasks. But scenario of management responsibilities has been changed significantly and today’s manger faces issues like cross training, personnel management, interdepartmental communication and widening job scope. Globalization is shaping and re-shaping business environment, resulting in increase of competitors, demand of new sourcing strategies and facing new markets with new demands.

Irregular flow of information often subject to quantitatively strong fluctuations, controlling the flow of information is necessary otherwise these fluctuations can become detrimental.… Read the rest

Abey Francis

Organizational Change

The concept of organizational change is in regard to organization-wide change, as opposed to smaller changes such as hiring a new person, modifying a program, buying a new computer for the department etc. Examples of organization-wide change are a change in mission statement, restructuring operations (e.g., restructuring to self-managed teams, layoffs, etc.), new technologies, mergers, major collaborations, “rightsizing”, new programs such as Total Quality Management, Business Process Re-engineering, etc. Some experts refer to such change as “organizational transformation”. Organizational change means that there is a fundamental and radical reorientation in the way the organization operates.

What are the forces, which necessitate change?… Read the rest
Abey Francis

International Compensation Management

Designing and developing a better compensation package for HR professionals for the international assignments requires knowledge of taxation, employment laws, and foreign currency fluctuation by the HR professionals. Moreover, the socio-economic conditions of the country have to be taken into consideration while developing a compensation package. It is easy to develop the compensation package for the parent country national but difficult to manage the host and third country nationals. When a firm develops international compensation policies, it tries to fulfills some broad objectives:

  1. The compensation policy should be in line with the structure, business needs and overall strategy of the organization.
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Abey Francis

International Human Resource Selection Procedures

Multinational Corporations (MNCs)  use a number of selection procedures. The two most common are tests and interviews. Some international firms use one; a smaller percentage employ both. Theoretical models containing the variables that are important for adjusting to an oversea assignment have been developed. These adjustment models can help contribute to more effective selection of expatriates. The following sections examine traditional testing and interviewing procedures, then present an adjustment model.

Testing and Interviewing Procedures

Some evidence suggests that although some firms use testing, it is not extremely popular. For example, an early study found that almost 80 percent of the 127 foreign operations managers who were surveyed reported that their companies used no tests in the selection process.… Read the rest

Abey Francis