. Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse.
. Training and development extends beyond information and orientation training to include sensitivity training and field experiences that will enable the manager to understand cultural differences better. Managers need to be protected from career development risks, re-entry problems and culture shock.
. To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.
. Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
. In many European countries - Germany for one, law establishes representation. Organizations typically negotiate the agreement with the unions at a national level. In Europe it is more likely for salaried employees and managers to be unionized.
HR Managers should do the following things to ensure success-
. Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
. Employ innovative reward plans that recognize employee contributions and grant enhancements.
. Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc.
. Utilize people with distinctive capabilities to create unsurpassed competence in an area, e.g. Xerox in photocopiers, 3M in adhesives, Telco in trucks etc.
. Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g. Motorola is famous for short product development cycles. It has quickly commercialized ideas from its research labs.
. Lay off workers in a smooth way explaining facts to unions, workers and other affected groups e.g. IBM , Kodak, Xerox, etc.