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Module 3 - The Global Environment

This document discusses international human resource management topics. It defines three international staffing models: the ethnocentric model which uses mostly parent country nationals; the polycentric model which uses mostly host country nationals; and the geocentric model which hires the best person regardless of nationality. It also discusses cultural dimensions in HRM based on Hofstede's model and some political, legal, and specific HR issues companies face in international business such as exporting, direct investment, and joint ventures. International labor relations are defined as dealing with organized labor unions and being impacted by local issues and management-labor relations.

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Abby Navarro
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88 views2 pages

Module 3 - The Global Environment

This document discusses international human resource management topics. It defines three international staffing models: the ethnocentric model which uses mostly parent country nationals; the polycentric model which uses mostly host country nationals; and the geocentric model which hires the best person regardless of nationality. It also discusses cultural dimensions in HRM based on Hofstede's model and some political, legal, and specific HR issues companies face in international business such as exporting, direct investment, and joint ventures. International labor relations are defined as dealing with organized labor unions and being impacted by local issues and management-labor relations.

Uploaded by

Abby Navarro
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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MODULE 3 – THE GLOBAL ENVIRONMENT

Q1: What are the most common international hiring challenges?

Answer: Understanding the culture; Being aware of motivational aspects; Evaluating


employee performance; Understanding technology awareness and usage; Recognizing
preferred communication styles; Observing the preferred management structure; and
Observing the organizational culture.

Q2: What are the three international staffing considerations?

Answer: Ethnocentric staffing model, Polycentric staffing model, and Geocentric staffing
model.

Q3: Define Ethnocentric Staffing Model.

Answer: Ethnocentric Staffing Model assumes that home-based perspectives take


precedence over local perspectives and issues positions to parent country nationals. It is
primarily uses parent-country nationals to staff higher level foreign positions.

Q4: Define Polycentric Staffing Model.

Answer: Polycentric Staffing Model makes dominant use of host-country nationals


throughout the organization.

Q5: Define Geocentric Staffing Model.

Answer: Geocentric Staffing Model puts parent-country nationals, host-country nationals,


and third-country nationals in the same category. It attempts always to hire the best person
available for a position.

Q6: What is culture in HRM?

Answer: It is the set of values, symbols, beliefs, and languages that guide behavior of the
people within that culture.

Q7: Enumerate the Hofstede’s Dimensions of Culture.

Answer: Power Distance; Individualism versus Collectivism; Uncertainty Avoidance; Time


Orientation; Masculinity versus Femininity.

Q8: What are some of Political and Legal Issues of International Business?

Answer: Government stability; Trade controls; Trade incentives; Economic communities.

Q9: What are some of specific HR issues in International Business?

Answer: Exporting; Licensing; Direct Investments; and Join Venture Strategic Alliance.
Q10: What is International Labor Relations?

Answer: International Labor Relations is the process of dealing with employees who are
organized into labor unions. They are heavily regulated and restricted by law. They are
affected by management actions toward labor and labor actions toward management.
Lastly, they are impacted by local cultural, social, political, and economic issues.

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