問題一覧
1
"culture shock"
Pre-departure trainings
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Components of effective pre-departure training programs
1.Cultural Awareness Training 2. Preliminary visits 3. Language training 4. Assistance with Practical Day-to-Day Matters 5. Training for the training role 6. TCN and HCN expatriate training
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models to measure the effectiveness of pre-departure training
Level 1: Reaction Level 2: Learning Level 3: Behavior Level 4: Results
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known as intercultural
Cultural Awareness Training
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Orienting international
Preliminary visits
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Seemingly obvious
Language training
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Emerging trends in international training and development
-Over Reliance on Pre-departure Training -Tailored Expatriate Training -Use of Short-Term Overseas Assignments -Real-time Training -Assessment and Development Centers -Self-training using Electronic Media
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Predominate
Over Reliance on Pre-departure Training
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European models
Tailored Expatriate Training
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Relying on short tem
Use of Short-Term Overseas Assignments
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Cross cultural training
Real-time Training
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Emerging issue
Assessment and Development Centers
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Emerging area
Self-training using Electronic Media
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Series of short term
International Job Rotation
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Global terrorism
Personal Security
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Prior experience
re-entry
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Reverse culture shock
repatriate
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Iit is possible to divide repatriation into four phases
1. Preparation 2. Physical 3. Transition 4. Readjustment
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Gathering information about new position
Preparation
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Breaking ties
Physical
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Temporary accommodate
Transition
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Coping with reverse
Readjustment
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Re-entry process is a complexity interaction of 2 factors
1. JOB-RELATED FACTORS 2. SOCOAL FACTORS
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Package allowance
Base pay
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Motivate employees
Incentives
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Added to the base pay salary
Premiums and allowance
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Indirect compensation
Benefits
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Substantial part of the salary
Taxes
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Elements of international compensation
1. Base pay 2. Incentives 3. Allowance 4. Taxes 6. Long-term Benefits
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How to create a global compensation strategy
1. Established goals 2. Research legal and cultural consideration 3. Conduct competitor analysis 4. Create a budget 5. Categories your employees 6. Consider partnering with on-site experts 7. Execute and review the strategy
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There are four balance sheet approach categories
Goods and services Housing Income taxes Reserve
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Key issues in international industrial relations
1. Industrial relations on policies and practices of multinational firms 2. The degree of inter-subsidiary production integration 3. National of ownership of the subsidiary 4. International human resource management approach 5. MNE prior experience in industrial relations 6. Subsidiary characteristics 7. Characteristics of the home market 8. Management attitude towards unions
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Loose confederations
International trade secretariats
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Cheaper labour
Social dumping
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The elements of this program are
(1) research and information, (2) calling company conferences, (3) establishing company councils, (4) companywide union-management discussions, and (5) coordinated bargaining
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Overall, the ITSa have met with limited success, the reasons for which attributes to:
(1) the generally good wages and working conditions offered by multinationals. (2) strong resistance from multinational firm management. (3) conflicts within the labor movement, and (4) differing laws and customs in the industrial relations field.
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Describe board field
industrial relations
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Approach to industrial relations
1. Unitarist 2. Pluralist 3. Marxist
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Sharing common objective
Unitarist
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Conflict is inevitable
Pluralist
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Overthrow
Marxist
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Outsourcing
offshoring