問題一覧
1
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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Global terrorism
Personal Security
3
Conflict is inevitable
Pluralist
4
Seemingly obvious
Language training
5
Emerging area
Self-training using Electronic Media
6
Cheaper labour
Social dumping
7
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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Overthrow
Marxist
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Outsourcing
offshoring
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"culture shock"
Pre-departure trainings
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Substantial part of the salary
Taxes
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Prior experience
re-entry
13
Elements of international compensation
1. Base pay 2. Incentives 3. Allowance 4. Taxes 6. Long-term Benefits
14
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.
15
Package allowance
Base pay
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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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Iit is possible to divide repatriation into four phases
1. Preparation 2. Physical 3. Transition 4. Readjustment
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Added to the base pay salary
Premiums and allowance
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Approach to industrial relations
1. Unitarist 2. Pluralist 3. Marxist
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European models
Tailored Expatriate Training
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Series of short term
International Job Rotation
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Breaking ties
Physical
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Motivate employees
Incentives
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Cross cultural training
Real-time Training
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Loose confederations
International trade secretariats
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known as intercultural
Cultural Awareness Training
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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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Re-entry process is a complexity interaction of 2 factors
1. JOB-RELATED FACTORS 2. SOCOAL FACTORS
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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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Relying on short tem
Use of Short-Term Overseas Assignments
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Coping with reverse
Readjustment
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Reverse culture shock
repatriate
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Orienting international
Preliminary visits
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Predominate
Over Reliance on Pre-departure Training
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Emerging issue
Assessment and Development Centers
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Temporary accommodate
Transition
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Describe board field
industrial relations
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Sharing common objective
Unitarist
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Gathering information about new position
Preparation
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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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Indirect compensation
Benefits
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There are four balance sheet approach categories
Goods and services Housing Income taxes Reserve