Dear Seniors,
Kingly give your valuable suggestions regarding How overseas HR can provide better services to business.
This is an interesting topic our entire HR team is working on the same and making presentations.
I have yet to figure out, am stuck :?:
kindly help me in this informal project, its part of team building activity.
Regards
Chhaya
From India, Delhi
1Kingly give your valuable suggestions regarding How overseas HR can provide better services to business.
This is an interesting topic our entire HR team is working on the same and making presentations.
I have yet to figure out, am stuck :?:
kindly help me in this informal project, its part of team building activity.
Regards
Chhaya
From India, Delhi
Dear Madam,
I know we have provided you input last time on same subject. Actually I think either Rashidbhai or Partho has gave you good clear idea about overseas HR practices. I remember they quoted some employment laws and business ethics makes most impact on HR practices.
Bhajiya
From Saudi Arabia
I know we have provided you input last time on same subject. Actually I think either Rashidbhai or Partho has gave you good clear idea about overseas HR practices. I remember they quoted some employment laws and business ethics makes most impact on HR practices.
Bhajiya
From Saudi Arabia
Dear Bhajiya,
Thanks for the the update "employment laws and business ethics makes most impact on HR practices" its quite a good information.
By the way this is the first time I have posted on Citehr on talk to seniors, under the guidance of Mr. Rashid. Perhaps you are confusing me with someone else. I was expecting some support not suspicion anyways your thoughts and suggestions are always welcome. :icon1:
From India, Delhi
Thanks for the the update "employment laws and business ethics makes most impact on HR practices" its quite a good information.
By the way this is the first time I have posted on Citehr on talk to seniors, under the guidance of Mr. Rashid. Perhaps you are confusing me with someone else. I was expecting some support not suspicion anyways your thoughts and suggestions are always welcome. :icon1:
From India, Delhi
Hi Chaya,
HR practices globally differ from country to country and continent to continent it depends on socio-economic and cultural values of the respective countries...
For example in most part of the west working hours are 40 hours a week and not 48 hours week like in India.
Similarly, in Switzerland and France working hours are 36 hours..
In US, Canada, Australia, NZ employees are engaged on hourly rates basis.alternatively employment is also provided on contract basis in most of the companies for professional positions. which is not case in countries India where people are engaged on either on piece rate or daily wage basis.
In Middle East there are different practices because majority of employees are expatriates and their employment is regulated by contracts and local labour laws. But in Saudi Arabia salaries are paid on the basis of classification such as Far East Nationals, Western Nationals, Other Arab Nationals and Nationals are paid as per taxation practices in respective countries.
Compensation management is also different but most of the west follow US pattern of compensation model in salary scales and grades with job laders, Job families, hen job weightages, job analysis, Job Descriptions and Job Evaluations to determine price of the jobs and market survey kind of analysis with period review.
In Africa, HR practices are totally diffeent in South Africa to East Africa and West Africa or North Africa are different culturally and socio-economically due to polititicla instability in these countries business ethics are different which has left more damaging impact on HR practices.
I hope this subject is vast and it require class room approach to explain how overseas HR practices are different from countries to countries. very few people has expertise on this unless you travel extensively and work in many continents we cannot differentiate those HR practices.
Kind Regards,
Rashid
From Saudi Arabia
HR practices globally differ from country to country and continent to continent it depends on socio-economic and cultural values of the respective countries...
For example in most part of the west working hours are 40 hours a week and not 48 hours week like in India.
Similarly, in Switzerland and France working hours are 36 hours..
In US, Canada, Australia, NZ employees are engaged on hourly rates basis.alternatively employment is also provided on contract basis in most of the companies for professional positions. which is not case in countries India where people are engaged on either on piece rate or daily wage basis.
In Middle East there are different practices because majority of employees are expatriates and their employment is regulated by contracts and local labour laws. But in Saudi Arabia salaries are paid on the basis of classification such as Far East Nationals, Western Nationals, Other Arab Nationals and Nationals are paid as per taxation practices in respective countries.
Compensation management is also different but most of the west follow US pattern of compensation model in salary scales and grades with job laders, Job families, hen job weightages, job analysis, Job Descriptions and Job Evaluations to determine price of the jobs and market survey kind of analysis with period review.
In Africa, HR practices are totally diffeent in South Africa to East Africa and West Africa or North Africa are different culturally and socio-economically due to polititicla instability in these countries business ethics are different which has left more damaging impact on HR practices.
I hope this subject is vast and it require class room approach to explain how overseas HR practices are different from countries to countries. very few people has expertise on this unless you travel extensively and work in many continents we cannot differentiate those HR practices.
Kind Regards,
Rashid
From Saudi Arabia
Dear Rashid,
Thanks for sharing so much of knowledge with us, its is a very good platform for me to start the presentation on the same.
Kindly suggest how to take it forward, how to add more content in the same in regards with the subject.
For instance HR Tools and practices are mostly the same every where, their might be some difference as per the situation or country and market requirements. But there must be a common platform that an HR can use as per requirement, like latest trends and HR Tools, I would like to add all this in the presentation to make it more meaningful as I want that the presentation that I would make should be full of knowledge also could be used for practical work as well.
kindly correct me if i am deviating from the subject and suggest more content that could be added for better utilization of the presentation.
Regards
Chhaya :icon1:
From India, Delhi
Thanks for sharing so much of knowledge with us, its is a very good platform for me to start the presentation on the same.
Kindly suggest how to take it forward, how to add more content in the same in regards with the subject.
For instance HR Tools and practices are mostly the same every where, their might be some difference as per the situation or country and market requirements. But there must be a common platform that an HR can use as per requirement, like latest trends and HR Tools, I would like to add all this in the presentation to make it more meaningful as I want that the presentation that I would make should be full of knowledge also could be used for practical work as well.
kindly correct me if i am deviating from the subject and suggest more content that could be added for better utilization of the presentation.
Regards
Chhaya :icon1:
From India, Delhi
Dear Chaya,
Actually, HR practices has some structural difference from organization to organization and similarly it also has architechural difference as stated by Mr Rashid.
For example organization HR policies and practices on Standards of benchmark jobs, Initial Settlement Allowances, Relocation Allowances, Job Weightage, Ratings and its Compensation Strategies, Promotions, Annual Increments,Annual Vacation Days, Christmas and Eid holidays, Airfare for family travel, Business Trips and Training Assignment related allowances and eligibility, Weekly working hours, daily intervals and rest, Weekly rest days etc differ from company to company as well as country to country.
The formats of these subjects are different from country to country and company to company.
Abrham
From Saudi Arabia
Actually, HR practices has some structural difference from organization to organization and similarly it also has architechural difference as stated by Mr Rashid.
For example organization HR policies and practices on Standards of benchmark jobs, Initial Settlement Allowances, Relocation Allowances, Job Weightage, Ratings and its Compensation Strategies, Promotions, Annual Increments,Annual Vacation Days, Christmas and Eid holidays, Airfare for family travel, Business Trips and Training Assignment related allowances and eligibility, Weekly working hours, daily intervals and rest, Weekly rest days etc differ from company to company as well as country to country.
The formats of these subjects are different from country to country and company to company.
Abrham
From Saudi Arabia
Dear Abrham,
I agree with you.
But my concern is that this project would be shared with all my Colleague HR's all over the world. That means the target area is so vast I can't follow the fact that it depends from country to country and organization to organization's, I'll have to go beyond it and get innovative and provide something that could be used by anyone anywhere. that means i would like to put all the latest HR practices, and tools that are required to make any HR person most compentent. Tools that would save time and bring quality in the work as well as some suggestions to make HR's work much better be it any location or Organisation. Also in brief genral Issues's that we face and solution for that.
I would like to keep it brief and to the point, rest it would be on the discrition of my fellow coleague what ever information they may find useful they can chose and practice the same in their organisation at any location.
In short it will be like a HR guide for latest updated practices that are effective and could be used to make HR's support more valuable.
For Example:
Quality Circles, ISO, TQM, Six Sigma, People -CMM all these are now history and hardly exist. If you learn something and keep learing without useing knowledge will not yeild any revenue or career. Because life of such HR interventions is very short by the time you learn and ready to practise a new tool replaces old one like Balance Score card. BPR, etc.
If I get right direction and the right kind of content then I would like to add the same in my presentation. hope you can support in this matter.
If you have any relevent presentation that could be used for this project I would realy appriciat if you can share the same with me.
Regards
Chhaya
From India, Delhi
I agree with you.
But my concern is that this project would be shared with all my Colleague HR's all over the world. That means the target area is so vast I can't follow the fact that it depends from country to country and organization to organization's, I'll have to go beyond it and get innovative and provide something that could be used by anyone anywhere. that means i would like to put all the latest HR practices, and tools that are required to make any HR person most compentent. Tools that would save time and bring quality in the work as well as some suggestions to make HR's work much better be it any location or Organisation. Also in brief genral Issues's that we face and solution for that.
I would like to keep it brief and to the point, rest it would be on the discrition of my fellow coleague what ever information they may find useful they can chose and practice the same in their organisation at any location.
In short it will be like a HR guide for latest updated practices that are effective and could be used to make HR's support more valuable.
For Example:
Quality Circles, ISO, TQM, Six Sigma, People -CMM all these are now history and hardly exist. If you learn something and keep learing without useing knowledge will not yeild any revenue or career. Because life of such HR interventions is very short by the time you learn and ready to practise a new tool replaces old one like Balance Score card. BPR, etc.
If I get right direction and the right kind of content then I would like to add the same in my presentation. hope you can support in this matter.
If you have any relevent presentation that could be used for this project I would realy appriciat if you can share the same with me.
Regards
Chhaya
From India, Delhi
Dear Chhaya,
One can't make out where you are based? So, what do you mean by overseas HR? Do you mean HR practices from the West? For me, a UK based person, both India and USA are overseas. So, which practice should I be loking at?
See if this website about IKEA's practices is of any use.
Ikea's Innovative Human Resource Management Practices and Work Culture | Human Resource and Organization Behavior Case Studies | HROB Cases | Case Study
Also <link outdated-removed> ( Search On Cite | Search On Google )
Found at
innovative HR practices - Google Search=
Simhan
From United Kingdom
One can't make out where you are based? So, what do you mean by overseas HR? Do you mean HR practices from the West? For me, a UK based person, both India and USA are overseas. So, which practice should I be loking at?
See if this website about IKEA's practices is of any use.
Ikea's Innovative Human Resource Management Practices and Work Culture | Human Resource and Organization Behavior Case Studies | HROB Cases | Case Study
Also <link outdated-removed> ( Search On Cite | Search On Google )
Found at
innovative HR practices - Google Search=
Simhan
From United Kingdom
Dear Simhan,
Thanks for the links i am also searching from Google, with your support i got another Idea, probably if you and my Dear Seniors could share their experiences, case studies- that would be the best practical material that would make this project vary valuable.
As we all know most of the bookish knowledge is nor practical neither latest. It just sensitize you with HR's profession, but the real battle on the real ground that kind of experience is always different and exiting.
I am in India, associated with the MNC which has branches all over the world including India, Silicon Valley and Dallas in USA, Stockholm in Sweden and Moscow in Russia in addition to those in Beijing, Shanghai, Nanjing, Shenzhen, Hangzhou and Chengdu in China, Japan, Singapore Etc Etc.
With practical experiences, knowledge and right kind of content this project may take great shape. In fact now am more enthusiastic and interested to learn beyond just a project, am hoping with this subject and with the support of my seniors i could learn a lot.
Hoping to here from you and Seniors.
Regards
Chhaya
From India, Delhi
Thanks for the links i am also searching from Google, with your support i got another Idea, probably if you and my Dear Seniors could share their experiences, case studies- that would be the best practical material that would make this project vary valuable.
As we all know most of the bookish knowledge is nor practical neither latest. It just sensitize you with HR's profession, but the real battle on the real ground that kind of experience is always different and exiting.
I am in India, associated with the MNC which has branches all over the world including India, Silicon Valley and Dallas in USA, Stockholm in Sweden and Moscow in Russia in addition to those in Beijing, Shanghai, Nanjing, Shenzhen, Hangzhou and Chengdu in China, Japan, Singapore Etc Etc.
With practical experiences, knowledge and right kind of content this project may take great shape. In fact now am more enthusiastic and interested to learn beyond just a project, am hoping with this subject and with the support of my seniors i could learn a lot.
Hoping to here from you and Seniors.
Regards
Chhaya
From India, Delhi
Chhaya, I am no HR expert. I am a retired academic in UK, who has done a bit of research on Quality aspects in Higher Education and presented papers at international conferences. I also conduct seminars (Mainly in India during my summer visits) on Research Methodology and how to publish successfully in scholarly journals.
Simhan
From United Kingdom
Simhan
From United Kingdom
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HR manual_Global Overseas(www.gl obaloverseas.in ).pdf
Job Description - HR & Admin.doc