Examines challenges faced by corporate international human resources (HR) functions.
Written in 2008; 1,555 words; 7 sources; APA; $ 51.95
Paper Summary:
This paper discuses organizational drivers related directly to the challenges international human resources (HR) functions face: efficiency orientation, global service provision, information exchange, core business processes and localization of decision-making. The author points out that, while for the most part compensation is not the most trying issue, working internationally, an administrator whose sole function is to manage the complexity of international compensation is essential. The paper underscores the problems of managing expatriates because companies have to consider both the ways expatriates would be managed at the home or central company and by the international company in the territory in which expatriates work.
From the Paper:
"To promote HR excellence, HR managers and administrators must adopt a central HR philosophy and identify the many ways they can transfer knowledge to individuals working in remote locations or abroad. Often the "central" philosophy and objectives of the organization must be modified to match the regulations an organization must follow when working abroad vs. when working locally. This can be difficult because the organization essentially wants to meet a single set of strategic objectives but must learn how to translate these objectives to expatriates and people working remotely."
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