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3 Presented to: Sir Ahmad Tisman Pasha Presenter: Danis H ussain. Danis H ussain. BSIT 3 rd BSIT 3 rd Roll # Roll # 07-09

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What is a high performance organization? High performance organizations (HPOs). HPOs designed to: Bring out the best in people. Produce organizational capability that delivers sustainable organizational results.

Presented By DanisHussain 6 High-Performance Work Systems High-performance work systems: the combination of people, technology, and organizational structure that makes full use of the organization’s resources and opportunities in achieving its goals.

Presented By DanisHussain 7 To function as a high-performance work system, an organization needs the right people, technology, and structure. According to research, organizations that introduce high-performance work practices usually experience increases in productivity and long-term financial performance.

Presented By DanisHussain 8 Elements of a high-performance work system include: –Organizational structure –Task design –People –Reward systems –Information systems

Presented By DanisHussain 9 Elements of a High-Performance Work System

Presented By DanisHussain 10 Outcomes of a High-Performance Work System High productivity –Efficiency –Higher profits –High quality –Great customer satisfaction –Low employee turnover

Presented By DanisHussain 11 Outcomes of a High-Performance Work System

Presented By DanisHussain 12 Conditions that Contribute to High Performance –Teamwork and empowerment –Knowledge sharing –Job satisfaction –Ethics

Presented By DanisHussain 13 Knowledge Sharing Learning organization – an organization in which people continually expand their capacity to achieve the results they desire. Continuous learning – refers to each employee’s and each group’s efforts to gather information and apply the information to their decisions. A learning culture is an organizational culture in which learning is rewarded, promoted, and supported by manager and organizational objectives.

Presented By DanisHussain 14 HRM’s Contribution to High Performance HRM practices that can contribute to high performance include: –Job design –Recruitment and selection –Training and development –Performance management –Compensation –Technology

Presented By DanisHussain 15 Employee Performance as a Process

Presented By DanisHussain 16 GLOBAL HUMAN RESOURCE MANAGEMENT

Presented By DanisHussain 17 Cultural Differences Affecting Global Human Resource Management Cultural differences vary from country to country with corresponding differences in HR practices Cultural differences vary from country to country with corresponding differences in HR practices

Presented By DanisHussain 18 Country’s Culture Set of values, symbols, beliefs, languages, and norms that guide human behavior within country Learned behavior that develops as individuals grow from childhood to adult Countries are recognizing that they need to understand culture of countries in which they do business

Presented By DanisHussain 19 Evolution of Global Business Not long ago, Mercedes-Benz was still a German company, General Electric was American, and Sony was Japanese Many United States firms such as Coca-Cola, Procter & Gamble, and Texas Instruments do most of their business and employ most of their workers outside the U.S. Many non-U.S. companies make products here such as with Toyota American making their cars.

Presented By DanisHussain 20 Evolution of Global Business Exporting - Selling abroad retaining foreign agents and distributors Licensing - Organization grants foreign firm right to use intellectual properties Franchising - Parent company grants another firm right to do business in prescribed manner

Presented By DanisHussain 21 Evolution of Global Business (Cont.) Multinational corporation - Firm based in one country and produces goods or provides services in one or more foreign countries Global corporation - Corporate units in countries are integrated to operate as one organization worldwide - Operates as if the entire world were one entity

Presented By DanisHussain 22 Global Professional in Human Resources (HRCI) Organizational effectiveness and employee development Global staffing International assignment management Global compensation International employee relations and regulations

Presented By DanisHussain 23 Global Human Resource Management Global HR managers develop and work through integrated global human resource management system similar to one they experience domestically Global HR managers develop and work through integrated global human resource management system similar to one they experience domestically

Presented By DanisHussain 24 Environment of Global Human Resource Management 1 Human Resource Management Other Functional Areas OperationsMarketing Finance Legal Considerations Economy Technology Society Shareholders Unions CustomersCompetitionLabor Market Human Resource Development Compensation Staffing Employee and Labor Relations Safety and Health INTERNAL ENVIRONMENT EXTERNAL ENVIRONMENT UNITED STATES GLOBAL ENVIRONMENT Unanticipated Events

Presented By DanisHussain 25 Global Staffing Types of Global Staff Members Approaches to Global Staffing

Presented By DanisHussain 26 Types of Global Staff Members Employee working in firm who not citizen of country in which firm is located but citizen of country where organization is headquartered Employee working in firm who not citizen of country in which firm is located but citizen of country where organization is headquartered Host-country national - Employee’s nationality same as location of subsidiary Third-country national - Citizen of one country, working in second country, and employed by organization headquartered in third country

Presented By DanisHussain 27 Approaches to Global Staffing Companies primarily hire expatriates to staff higher-level foreign positions When more host-country nationals are used throughout the organization, from top to bottom

Presented By DanisHussain 28 Approaches to Global Staffing (Cont…) Regional groups of subsidiaries reflecting organization’s strategy and structure work as a unit Uses worldwide integrated business strategy

Presented By DanisHussain 29 Trends & Innovations: Global E-learning Globalization has created special need for e-learning Challenges for global e-learning implementation are language and localization issues Companies that want to offer courses in several languages usually turn to translators

Presented By DanisHussain 30 Compensation for Host-Country Nationals Organizations should think globally but act locally Compensation - Normally, it is slightly above prevailing wages rates in the area Variations in laws, living costs, tax policies, and other factors all must be considered

Presented By DanisHussain 31 Compensation for Host-Country Nationals (Cont.) Culture often plays a part in determining compensation North American compensation practices encourage individualism and high performance Continental European programs typically emphasize social responsibility Traditional Japanese approach considers age and company service as primary determinants of compensation

Presented By DanisHussain 32 Global Safety and Health Important because employees who work in safe environment and enjoy good health more likely to be productive and yield long-term benefits to organization..

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