... Company: Starbucks Country: China Going to do an international joint venture with “----“company in China. Advantages International joint ventures allow for much faster and less costly access to foreign markets than can be achieved by purchasing an existing company in the jurisdiction or starting a new venture. IJVs provide quick access to channels of distribution, and they provide access for the non-resident partner to knowledge and know-how of the local marketplace, which substantially enhances the probability of success for the venture. The resident partner also often has existing relationships with key suppliers and customers, and proficiency in the local language and customs. These benefits can be especially critical to a small or medium-sized business that does not have the capital, resources or Expertise necessary to pursue the opportunity unless it is able to share the risks and the costs through an alliance such as an international joint venture. IJVs allow the partners to move quickly, cost effectively and with credibility (provided by the reputation of the resident partner) in the local marketplace. The parties to an IJV can also take advantage of complementary lines of business and synergies that may exist between the two companies. Disadvantages An international joint venture can result in a frustrating experience and ultimately a failure if it lacks adequate planning and strategy....
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...International Human Resource Management: Chapter – 6: COMPENSATION MANAGEMENT Introduction: One of the key components of IHRM is the compensation administration in MNCs. Today, compensation and employee benefits contribute to 40-50% of the total costs. Compensation is strategically reported and monitored at the broad – levels and with the investors to assess the health of the organization. What is compensation management? Effective and efficient process of managing the earnings – financial and non financial rewards of the employees in an organization based on their performance towards organizational goal is called compensation management. International Compensation is an internal rate of return (monetary or non monetary rewards / package) including base salary, benefits, perquisites and long term & short term incentives that valued by employee’s in accordance with their relative contributions to performance towards achieving the desired goal of an organization. It influences: • • • Organizational culture Recruitment and selection of competent employees Motivation and performance Objectives of compensation: Compensation decisions are strategic decisions and play a key role in achieving performance and sustainable competitive advantages for national as well as international firms. Therefore the key objectives are: • • • • • Attract employees who are qualified , experienced and interested in international assignments. Facilitate the movement of expatriate’s from one...
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...Indiatimes | The Times of India | The Econom ic Tim es | More | Log In | Join | News The page Stock Quote Follow ITeS Type Company Name You are here: ET Home » Tech » ITeS 24 SEP, 2012, 06.53AM IST, INDU NANDAKUMAR,ET BUREAU Idle staff in US, Europe to drag profits of Indian software companies like TCS, Infosys and Wipro A ds by Googl e The page is blocked due to Vel Tech 3 Tw eet Share 0 Prestige BellaVista Porur PropT iger.com/ - 1 BHK@2 5.2 Lacs, 2 BHK@4 8.9 7 Lacs 3 BHK@7 5 Lacs. Av ail Spl Offer Now BANGALORE: The rising number of idle workers in the US and Europe for Indian software companies could drag profitability lower. This will add to troubles already caused by an uncertain business environment, where clients are delaying decisions around technology projects. The so-called 'bench' consisting of engineers who are not working on any active projects has increased by at least seven percentage points at TCS, Infosys BSE -0.31 % and Wipro, analysts said. Industry executives and analysts are of the view that the swelling bench could shave off up to 150 basis points from operating margins in the coming quarters. Onsite utilisation rates, or the proportion of engineers in client locations assigned to billable projects, have fallen to below 90 per cent from 97 per cent at the beginning of the year. A senior industry executive, who works closely with large IT companies, said that up to 18 per cent of onsite staff are sitting idle at some...
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...INTERNATIONAL HR It is evident that in today’s economy, globalization has affected every facet of the way businesses are run and the way customs view companies. This is also true of HRM and IHRM. We have seen that businesses that usually operated in a monolithic culture and environment are now finding their markets, suppliers and customers from all over the globe. Some of them even outsource their HR functions to other countries. For this discussion, I chose a country I had visited a few years ago, United Arab Emirates - U.A.E. In UAE, status is important and must be recognized by using the correct title when addressing someone. Their custom is to use Sheikh meaning Chief, or Sheikha for a woman. In this part of the world, people are addressed generally by their first names such as Mr. John. When greeting people it is important to acknowledge the most senior person in the room first. Handshakes are used and can last a long time. Etiquette recommends that one waits for the other to withdraw their hand first before doing the same. When introducing a man to a woman, it is advisable to wait and see if a hand is extended. The right hand is always used as the left is preserved for bodily hygiene and considered unclean. Holding hands among men is common and does not carry the same connotations as it does in the U.S. Many people in the Middle East claim a more modest area of personal space than is usual in the U.S. Accordingly, it could seem rude for an individual to step away when...
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...• Identify the factors that most strongly influence HR planning in international markets. The factors affecting HRM in international markets are culture, education, economic systems and political – legal systems. Culture affects a country’s laws, values, people’s economic systems and efforts to invest in education. Practices that are effective in some countries are ineffective in some other countries. The five dimensions of culture are individualism/collectivism, power distance, uncertainty avoidance, masculinity/femininity, long term short term orientation. Education – involves countries differing in skill level and educational opportunities. Organizations have to find suitable employees in different companies. Economic System – a company’s economic system – capitalism or socialism, government’s involvement and control, price controls, and other activities influence human resource management practices of an organization. Political – Legal System – the political legal system of a country affects the human resources practices. Sometimes, enforcement might be an issue in some countries. In some countries, laws are enforced, in others they are not. • Describe how companies select and train human resources in a global labor market. Most organizations fill most positions with host country’s nationals. This is because, nationals are used to the culture, legal system, and can relate with the culture and the people easily. Instead of foreigners who might have to learn the...
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...INTERNATIONAL DOCTORAL STUDY ADMISSION APPLICATION PROCESS Application submitted via eVision Internationa Office send to department for approval Returned to International Office and processed Returned incomplete, sent back to department Emailed to GRS for approval at the weekly GRC meeting Candidate awaits outcome of Scholarship application Doctoral office emails result to the International Office who then update eVision Candidate accepts offer in eVision International Office emails confirmation of start date to GRS Awarded Declined Candidate Declines offer of place via eVision Doctoral Office processes enrolment Candidate completes declaration in eVision FINISHED! Updated 19 December 2014 INTERNATIONAL DOCTORAL STUDY ADMISSION APPLICATION PROCESS DEFINITION: International candidate = First year, never studied at the University of Otago before. Candidate makes application (Candidate has already received unofficial approval from the primary supervisor and their department before beginning the process) Candidate contacts the International Office and applies via eVision and the application goes to the International Office portal. Application is sent to the department for approval/signing by the following people; Primary supervisor, HOD primary department (if applicable), Dean (if applicable), PVC delegate for the Division If there are co-supervisors in any other departments it then goes to the following people within...
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...ideologies. The next two, third and fourth, puts emphasis exclusively on the Indian political system. The fifth and sixth semesters courses deal with public administration and International relations. Course objectives 1. Imparting value based education. 2. Preparing responsible and politically conscious citizens. 3. Building good leadership qualities and responsible future leaders. 4. Understanding the art of government and administration. 5. Motivating students to take competitive examinations. 6. Creating civic sense COURSE STRUCTURE I Semester Course Code POL 131 II Semester Course Code POL 231 III Semester Course Code POL 331 IV Semester Course Code POL 431 V Semester Course Code POL 531 POL 532 VI Semester Course Code POL 631 POL 632 Title Core Concepts of Political Science. Title Major Political Ideologies Title Indian Government and Politics- I Title Indian Government and Politics- II Title International Relations- I Principles of Public Administration Title International Relations- II Personnel and Financial Administration Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 4 4 Marks 100 Marks 100 Marks 100 Marks 100 Marks 100 100 Credits 4 Credits 4 Credits 4 Credits 4 Credits 3 3 Hrs/ wk 4 4 Marks 100 100 Credits 3 3 1 BA SEMESTER I POL 131: POLITICAL SCIENCE PAPER I – CORE CONCEPTS OF POLITICAL SCIENCE 75 Hrs This course deals with basic concepts of political science such as state, government, law, rights etc. Objectives To introduce the students to: • The...
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...MBA/ EMBA Course Title | International Business Management | Course Code Number | | Credit hours | Two (2) | Course Objective | Main Objective | This course is designed to help students in developing better understanding about the international business system. The objective of the course can be divided into two major categories. 1) To provide in depth knowledge about international trading system and 2) To provide information about diverse and complex task performed in international business operations. This course aims in developing skills required by international business managers to perform well in international market. | Enabling Objectives | After completion of all the learning units and the requirements of the course, students will be able to: 1. Understand the economics and politics of international businesses and management. 2. Understand strategies and structures that firms adopt to compete effectively in international business environment. 3. To formulate functional aspects of international business. | Course Requirements | Students are expected to have basic understanding about the international business. They are required to know about the concept of international trade theories, international business environment (Political, economic, socio-cultural and Technological), different modes of entry into international businesses. Students are also expected to have basic idea about national polices related with international trade and investment implemented...
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...HR Professionals as Strategic Partner in Marriott’s Talent Management Table of Contents Introduction………………………………………………………………………………………3 Executive summary………………………………………………………………………............3 Organizational Profile……………………………………………………………………..3 Organizational Vision……………………………………………………………………..4 Organizational Mission……………………………………………………………………5 Human Resource Profile…………………………………………………………………..5 Economic context………………………………………………………………………….6 Political and regulatory context…………………………………………………………...8 Competitor analysis……………………………………………………………………….8 Operations Infrastructure………………………………………………………………….9 Organizational Perspective...……………………………………………………………………9 Key Performance Indicators and Analysis..………………………………………………9 Core Values……………………………....………………………………………………10 Measurement..…………………………....………………………………………………10 Cultural Perspective..…………………………………………………………………………..12 Cultural Categories and Analysis...……………………………………………………...12 People First……………………………....………………………………………………12 Pursue Excellence..……………………....………………………………………………12 HR as strategic partner………………………………………………………………………...11 Talent management is all about putting people in the right jobs………………………...13 The talent pipeline is only as strong as its weakest link…………………………………15 References……………………………………………………………………………………….16 Introduction Marriott is a leading lodging company based in Bethesda, Maryland, USA, with more than 3,900 properties in 72 countries and territories and reported revenues...
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...ecognition Programs [pic] Nothing could be truer than J. Willard Marriott's adage, "If you take care of your associates, they will take care of the customer, and the customer will keep coming back..." This is one of Marriott International's most important and enduring principles. The company's Awards of Excellence program is one of the ways Marriott celebrates its associates and how the company especially honors those associates and business units that exemplify this legendary spirit to serve the customer, the community and coworkers. In 2011, we celebrate the 25th anniversary of this prestigious recognition program. [pic] |[pic] | |J. Willard Marriott Award of Excellence | | | |[pic] | | | |[pic] | | ...
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...05/17/15 A businessman once said, (A business succeed not because it is long established or because it is big , but because there are men and women in it who live it, sleep it, dream it, and build great future plans for it ) Great place to work and best companies to work for lists in the US and abroad re present the most definitive employer of choice and workplace culture quality recognition accompany can receive, and From the 100 best company listed, I would like to choose Marriott International Inc and Navy Federal Credit Union to compare between them regard size, product, vision and mission. First, Marriott international Inc is a global leading loading company based in Bethesda, Maryland, USA with more than 4000 properties and more than 690,000 rooms in 78 countries and territories. Marriott International reported revenues of nearly $13 billion in fiscal year 2013. The company operates and franchises hotels and licenses vacation ownership resorts fewer than 18 brands, including Marriott Hotels, The Ritz-Carlton, JW Marriott, etc. Marriott has been consistently recognized as a top employer and for its superior business ethics. Secondly, Navy Federal Credit Union is the largest natural member or retail Credit Union in the United State, both in assets size and in membership. As of August 2014 Navy Federal Credit Union had over $6 billion in assets, and over...
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...European Management Journal (2010) 28, 421– 440 journal homepage: www.elsevier.com/locate/emj International human resource management challenges in Canadian development INGOs Sharon L. OÕSullivan * Telfer School of Management, University of Ottawa, 55 Laurier ave East, Ottawa, ON, Canada, K1N 6N5 KEYWORDS International human resource management; International non-governmental organization; International development; Northern NGOs; Canada; Capacity building Summary Over $100 million of Canadian overseas development assistance (ODA) is channeled through international non-governmental organizations (INGOs) (CIDA, 2006). Although INGOs appear to be successful at circumventing many challenges in international development (Sachs, 2007), empirical research attesting to their international human resource management (IHRM) challenges is sparse, particularly in regard to secular, Northern INGOs. This paper responds by investigating the IHRM challenges facing Canadian INGOs as they implement ODA-funded projects in the field, and by exploring how such challenges may vary in different types of INGOs. The methodology involved semistructured interviews with 31 managers in three different Canadian development INGOs. Practical and theoretical implications are discussed. ª 2010 Elsevier Ltd. All rights reserved. Introduction The term INGO refers to ‘‘international non-governmental organization’’ (Roberts et al., 2005). Such organizations exist for diverse socioeconomic reasons...
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...SOLVAY GROUP: INTERNATIONAL MOBILITY & MANAGING EXPATRIATES Group F2 Problem Statement: The situation is to develop an international mobility program in order to streamline processes at Solvay which aligns the company’s business goals with individual employees’ needs . External Analysis Factor (Economic, Technological, Cultural) Implications on the problem Political: • Swelling government regulations in Pharmaceutical industryIt was difficult to enter the industry(high entry barrier, not lucrative)Existing players diversifying globally Require additional HR • Movement of HR helps in easy expansion need of an effective international mobility program (take care employees needs like personal, financial, social etc.) Economic:...
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...BUS 325 ASSIGNMENT 2 INTERNATIONAL ASSIGNMENT NEW TO purchase this tutorial visit following link: http://wiseamerican.us/product/bus-325-assignment-2-international-assignment-new/ Contact us at: SUPPORT@WISEAMERICAN.US BUS 325 ASSIGNMENT 2 INTERNATIONAL ASSIGNMENT NEW BUS 325 Assignment 2 – International Assignment – NEW Imagine that you are the HR director for a multinational firm that has recently begun to assign workers to international posts. You are responsible for determining the staffing needs of foreign operations. You will also need to adopt a mentoring program for expatriates. As you do not have the resources to provide in house training, you are considering the use of an external consulting firm to provide pre-departure training for employees. Write a six to eight (6-8) page paper in which you: 1. Determine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question. 2. Propose three (3) criteria that management will use to assess the performance of expatriates working abroad. Support your proposal with examples of the fundamental ways in which these performance requirements have improved performance, 3. Recommend the recruiting and selection strategy that you believe your firm should use when offering international assignments. Provide a rationale for your recommendation, 4. Compare and contrast two (2) staffing alternatives for foreign operations at your multinational...
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...Objectives * Examine how international growth places demands on management and HRM * Identify factors that impact on how managers of internationalizing firms respond to these challenges * We cover the following areas: * Structural responses to international growth: The organizational context in which IHRM activities take place. Different structural arrangement have been identified as the firm moves along the path to international status – from export department through to more complex department such as the matrix, transnational, heterarchy, networked. * Control and coordination mechanisms: Control and Coordination aspects. Formal and informal mechanisms were outlined, with emphasis on control through personal networks and relationships, and control through corporate culture, drawing out HRM implications. * Mode of operation used in various international markets: The various modes-such as wholly owned, franchising, management contracts and international joint ventures- used by multinational for foreign market entry and expansion. Again, we attempted to demonstrate the IHRM implications of the various modes, although noting that most of the literature focuses on wholly owned subsidiaries and international joint ventures. * Effect of responses on HRM approaches and activities: How international growth affects the firms approach to HRM. Firms vary from one another as they go through the stages of international development, and react in different...
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