Global Business Today
7th Canadian Edition by Charles Hill
Complete Chapter Solutions Manual
are included (Ch 1 to 16)
** Immediate Download
** Swift Response
** All Chapters included
** globalEDGE Exercises Answers
** All Answers Included
,Table of Contents are given below
CHAPTER 1 Globalization
CHAPTER 2 Country Differences in Political Economy
CHAPTER 3 The Cultural Environment
CHAPTER 4 Ethics in International Business
CHAPTER 5 International Trade Theories
CHAPTER 6 Government Policy and International Trade
CHAPTER 7 Foreign Direct Investment
CHAPTER 8 Regional Economic Integration
CHAPTER 9 The Foreign Exchange Market
CHAPTER 10 The International Monetary System
CHAPTER 11 The Strategy of International Business
CHAPTER 12 Entering Developed and Emerging Markets
CHAPTER 13 Exporting, Importing, and Countertrade
CHAPTER 14 Global Marketing and Research and Development
CHAPTER 15 Global Production, Outsourcing, and Logistics
CHAPTER 16 Global Human Resource Management
,Solutions Manual organized in reverse order, with the last chapter displayed first, to
ensure that all chapters are included in this document.
(Complete Chapters included Ch16-1)
CHAPTER 16
GLOBAL HUMAN RESOURCE MANAGEMENT
LEARNING OBJECTIVES
1. Summarize the strategic role of human resource management in international business.
2. Identify the pros and cons of different approaches to staffing policy in international business.
3. Explain why managers may fail to thrive in foreign postings.
4. Recognize how management development and training programs can increase the value of
human capital in the international business firm.
5. Explain how and why performance appraisal systems might vary across nations.
6. Understand how and why compensation systems might vary across nations.
7. Understand how organized labour can influence strategic choices in international business
firms.
CHAPTER SUMMARY
This closing chapter focuses on the challenging topic of global human resource management
(HRM). The term expatriate manager is introduced, which refers to a citizen of one country who
is working abroad in one of his or her firm's subsidiaries. The task of staffing foreign subsidiaries
is discussed. In this area, firms typically pursue either an ethnocentric, polycentric, or geocentric
approach. This section is followed with an explanation of the challenges involved in selecting
expatriate managers. Expatriates often fail in their overseas assignments for a variety of reasons,
ranging from the inability of their spouses to adjust to living overseas to a manager's personal or
emotional maturity. Techniques that can be used to reduce expatriate failure are presented and
discussed. The chapter also discusses a number of other HRM topics in the context of global
management. The topics of training and management development are discussed, along with
performance appraisal and compensation.
OPENING CASE: Global Mobility at IBM
Summary
IBM is a U.S. multinational and one of the world’s largest and most respected technology
companies, with a long history of innovation and leadership in areas such as artificial
intelligence, cloud computing, and cybersecurity. It operates in over 175 countries and, as of the
end of 2022, IBM employed approximately 311,300 people globally and had revenue of US$60.5
billion. IBM’s employees are located in various countries around the world, reflecting the
company’s global footprint and its commitment to serving customers in multiple regions.
16-1
, IBM recognizes that managing global mobility is crucial for the success of its business. With a
workforce that spans multiple countries and cultures, managing employee mobility is essential to
ensure that the right talent is in the right place at the right time. IBM’s global mobility program
is designed to support the company’s global business operations, while also providing a positive
experience for its employees who move internationally.
To manage its global mobility program, IBM has established a dedicated team of professionals
who are responsible for supporting the company’s mobile employees. This team works closely
with IBM’s business leaders and HR professionals to identify the talent needs of the company
and to develop strategies for meeting those needs through mobility. The selection process
includes a review of family situation.
IBM’s global mobility program includes a range of services and support for its mobile
employees. These include pre-assignment planning and support, including visa and immigration
services, language training, and cultural awareness training. Once employees are on assignment,
IBM provides ongoing support, including tax and financial services, housing assistance, and
support for families.
IBM also recognizes the importance of managing the costs associated with global mobility. To
manage costs, the company has established clear policies and guidelines for managing employee
mobility, including the use of standardized relocation packages and the use of technology to
automate and streamline mobility processes. However, recently, IBM has revolutionized its
global mobility operations by harnessing the power of artificial intelligence (AI) through its
innovative solution Your Global Mobility Advisor (YGMA). YGMA is a self-service app
designed to empower employees with the tools they need to manage the budget and logistics of
their global assignments and relocations. For example, YGMA’s AI engine, powered by IBM
Watson, can generate a recommended assignment plan, budget estimates, and a set of allowances
and provisions tailored to the employee’s specific needs. This personalization enables employees
to make choices that matter most to them, whether it’s opting out of a pet shipment, adjusting the
size of their shipping container, or selecting a more cost-effective housing option.
Questions
1. How does IBM's global mobility program support its business operations and
employees' international transitions?
Answer: IBM's global mobility program is important for ensuring that the right talent is in the
right place at the right time, supporting the company's global business operations. It provides
a positive experience for employees moving internationally by offering pre-assignment
planning, visa and immigration services, language and cultural awareness training, ongoing
support during assignments, and assistance for families. The program is managed by a
dedicated team working closely with business leaders and HR professionals.
2. What innovative solution has IBM implemented to enhance its global mobility
operations, and how does it benefit employees?
16-2
7th Canadian Edition by Charles Hill
Complete Chapter Solutions Manual
are included (Ch 1 to 16)
** Immediate Download
** Swift Response
** All Chapters included
** globalEDGE Exercises Answers
** All Answers Included
,Table of Contents are given below
CHAPTER 1 Globalization
CHAPTER 2 Country Differences in Political Economy
CHAPTER 3 The Cultural Environment
CHAPTER 4 Ethics in International Business
CHAPTER 5 International Trade Theories
CHAPTER 6 Government Policy and International Trade
CHAPTER 7 Foreign Direct Investment
CHAPTER 8 Regional Economic Integration
CHAPTER 9 The Foreign Exchange Market
CHAPTER 10 The International Monetary System
CHAPTER 11 The Strategy of International Business
CHAPTER 12 Entering Developed and Emerging Markets
CHAPTER 13 Exporting, Importing, and Countertrade
CHAPTER 14 Global Marketing and Research and Development
CHAPTER 15 Global Production, Outsourcing, and Logistics
CHAPTER 16 Global Human Resource Management
,Solutions Manual organized in reverse order, with the last chapter displayed first, to
ensure that all chapters are included in this document.
(Complete Chapters included Ch16-1)
CHAPTER 16
GLOBAL HUMAN RESOURCE MANAGEMENT
LEARNING OBJECTIVES
1. Summarize the strategic role of human resource management in international business.
2. Identify the pros and cons of different approaches to staffing policy in international business.
3. Explain why managers may fail to thrive in foreign postings.
4. Recognize how management development and training programs can increase the value of
human capital in the international business firm.
5. Explain how and why performance appraisal systems might vary across nations.
6. Understand how and why compensation systems might vary across nations.
7. Understand how organized labour can influence strategic choices in international business
firms.
CHAPTER SUMMARY
This closing chapter focuses on the challenging topic of global human resource management
(HRM). The term expatriate manager is introduced, which refers to a citizen of one country who
is working abroad in one of his or her firm's subsidiaries. The task of staffing foreign subsidiaries
is discussed. In this area, firms typically pursue either an ethnocentric, polycentric, or geocentric
approach. This section is followed with an explanation of the challenges involved in selecting
expatriate managers. Expatriates often fail in their overseas assignments for a variety of reasons,
ranging from the inability of their spouses to adjust to living overseas to a manager's personal or
emotional maturity. Techniques that can be used to reduce expatriate failure are presented and
discussed. The chapter also discusses a number of other HRM topics in the context of global
management. The topics of training and management development are discussed, along with
performance appraisal and compensation.
OPENING CASE: Global Mobility at IBM
Summary
IBM is a U.S. multinational and one of the world’s largest and most respected technology
companies, with a long history of innovation and leadership in areas such as artificial
intelligence, cloud computing, and cybersecurity. It operates in over 175 countries and, as of the
end of 2022, IBM employed approximately 311,300 people globally and had revenue of US$60.5
billion. IBM’s employees are located in various countries around the world, reflecting the
company’s global footprint and its commitment to serving customers in multiple regions.
16-1
, IBM recognizes that managing global mobility is crucial for the success of its business. With a
workforce that spans multiple countries and cultures, managing employee mobility is essential to
ensure that the right talent is in the right place at the right time. IBM’s global mobility program
is designed to support the company’s global business operations, while also providing a positive
experience for its employees who move internationally.
To manage its global mobility program, IBM has established a dedicated team of professionals
who are responsible for supporting the company’s mobile employees. This team works closely
with IBM’s business leaders and HR professionals to identify the talent needs of the company
and to develop strategies for meeting those needs through mobility. The selection process
includes a review of family situation.
IBM’s global mobility program includes a range of services and support for its mobile
employees. These include pre-assignment planning and support, including visa and immigration
services, language training, and cultural awareness training. Once employees are on assignment,
IBM provides ongoing support, including tax and financial services, housing assistance, and
support for families.
IBM also recognizes the importance of managing the costs associated with global mobility. To
manage costs, the company has established clear policies and guidelines for managing employee
mobility, including the use of standardized relocation packages and the use of technology to
automate and streamline mobility processes. However, recently, IBM has revolutionized its
global mobility operations by harnessing the power of artificial intelligence (AI) through its
innovative solution Your Global Mobility Advisor (YGMA). YGMA is a self-service app
designed to empower employees with the tools they need to manage the budget and logistics of
their global assignments and relocations. For example, YGMA’s AI engine, powered by IBM
Watson, can generate a recommended assignment plan, budget estimates, and a set of allowances
and provisions tailored to the employee’s specific needs. This personalization enables employees
to make choices that matter most to them, whether it’s opting out of a pet shipment, adjusting the
size of their shipping container, or selecting a more cost-effective housing option.
Questions
1. How does IBM's global mobility program support its business operations and
employees' international transitions?
Answer: IBM's global mobility program is important for ensuring that the right talent is in the
right place at the right time, supporting the company's global business operations. It provides
a positive experience for employees moving internationally by offering pre-assignment
planning, visa and immigration services, language and cultural awareness training, ongoing
support during assignments, and assistance for families. The program is managed by a
dedicated team working closely with business leaders and HR professionals.
2. What innovative solution has IBM implemented to enhance its global mobility
operations, and how does it benefit employees?
16-2
