Dear Seniors,
Kindly 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, and we are making presentations. I have yet to figure out; I am stuck. Kindly help me in this informal project; it's part of team-building activity.
Regards,
Chhaya
From India, Delhi
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1Kindly 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, and we are making presentations. I have yet to figure out; I am stuck. Kindly help me in this informal project; it's part of team-building activity.
Regards,
Chhaya
From India, Delhi
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Dear Madam,
I know we have provided you input last time on the same subject. Actually, I think either Rashidbhai or Partho has given you a good, clear idea about overseas HR practices. I remember they quoted some employment laws and business ethics that make the most impact on HR practices.
Bhajiya
From Saudi Arabia
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I know we have provided you input last time on the same subject. Actually, I think either Rashidbhai or Partho has given you a good, clear idea about overseas HR practices. I remember they quoted some employment laws and business ethics that make the most impact on HR practices.
Bhajiya
From Saudi Arabia
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Dear Bhajiya,
Thank you for the update on "employment laws and business ethics make the most impact on HR practices"; it's quite informative.
By the way, this is my first time posting on Citehr to talk to seniors under the guidance of Mr. Rashid. Perhaps you are confusing me with someone else. I was expecting some support, not suspicion. Anyway, your thoughts and suggestions are always welcome. :icon1:
From India, Delhi
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Thank you for the update on "employment laws and business ethics make the most impact on HR practices"; it's quite informative.
By the way, this is my first time posting on Citehr to talk to seniors under the guidance of Mr. Rashid. Perhaps you are confusing me with someone else. I was expecting some support, not suspicion. Anyway, your thoughts and suggestions are always welcome. :icon1:
From India, Delhi
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Hi Chaya,
HR practices globally differ from country to country and continent to continent. It depends on the socio-economic and cultural values of the respective countries.
For example, in most parts of the West, working hours are 40 hours a week, not 48 hours a week like in India. Similarly, in Switzerland and France, working hours are 36 hours.
In the US, Canada, Australia, and NZ, employees are engaged on an hourly rate basis. Alternatively, employment is also provided on a contract basis in most companies for professional positions. This is not the case in countries like India, where people are engaged on either a piece-rate or daily wage basis.
In the Middle East, there are different practices because the majority of employees are expatriates, and their employment is regulated by contracts and local labor laws. In Saudi Arabia, salaries are paid based on classification, such as Far East Nationals, Western Nationals, Other Arab Nationals, and Nationals, according to taxation practices in their respective countries.
Compensation management is also different, but most of the West follows the US pattern of compensation models in salary scales and grades, using job ladders, job families, job weightages, job analysis, job descriptions, and job evaluations to determine job prices. This includes market survey analysis with periodic reviews.
In Africa, HR practices vary greatly. South Africa's practices differ from those in East Africa, West Africa, or North Africa due to cultural and socio-economic differences. Political instability in these countries has led to different business ethics, impacting HR practices significantly.
The subject is vast, requiring a classroom approach to explain how overseas HR practices differ from country to country. Very few people have expertise in this area unless they have traveled extensively and worked in various continents to differentiate these HR practices.
Kind Regards,
Rashid
From Saudi Arabia
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HR practices globally differ from country to country and continent to continent. It depends on the socio-economic and cultural values of the respective countries.
For example, in most parts of the West, working hours are 40 hours a week, not 48 hours a week like in India. Similarly, in Switzerland and France, working hours are 36 hours.
In the US, Canada, Australia, and NZ, employees are engaged on an hourly rate basis. Alternatively, employment is also provided on a contract basis in most companies for professional positions. This is not the case in countries like India, where people are engaged on either a piece-rate or daily wage basis.
In the Middle East, there are different practices because the majority of employees are expatriates, and their employment is regulated by contracts and local labor laws. In Saudi Arabia, salaries are paid based on classification, such as Far East Nationals, Western Nationals, Other Arab Nationals, and Nationals, according to taxation practices in their respective countries.
Compensation management is also different, but most of the West follows the US pattern of compensation models in salary scales and grades, using job ladders, job families, job weightages, job analysis, job descriptions, and job evaluations to determine job prices. This includes market survey analysis with periodic reviews.
In Africa, HR practices vary greatly. South Africa's practices differ from those in East Africa, West Africa, or North Africa due to cultural and socio-economic differences. Political instability in these countries has led to different business ethics, impacting HR practices significantly.
The subject is vast, requiring a classroom approach to explain how overseas HR practices differ from country to country. Very few people have expertise in this area unless they have traveled extensively and worked in various continents to differentiate these HR practices.
Kind Regards,
Rashid
From Saudi Arabia
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Dear Rashid,
Thank you for sharing so much knowledge with us. It is a very good platform for me to start the presentation on the same. Kindly suggest how to take it forward and how to add more content in regards to the subject.
For instance, HR tools and practices are mostly the same everywhere; there might be some differences according to the situation or country and market requirements. However, there must be a common platform that an HR professional can use as needed, such as the latest trends and HR tools. I would like to include all this in the presentation to make it more meaningful. I aim for the presentation to be full of knowledge and also practical for use in work.
Please correct me if I am deviating from the subject and suggest additional content that could be included for better utilization of the presentation.
Regards,
Chhaya :icon1:
From India, Delhi
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Thank you for sharing so much knowledge with us. It is a very good platform for me to start the presentation on the same. Kindly suggest how to take it forward and how to add more content in regards to the subject.
For instance, HR tools and practices are mostly the same everywhere; there might be some differences according to the situation or country and market requirements. However, there must be a common platform that an HR professional can use as needed, such as the latest trends and HR tools. I would like to include all this in the presentation to make it more meaningful. I aim for the presentation to be full of knowledge and also practical for use in work.
Please correct me if I am deviating from the subject and suggest additional content that could be included for better utilization of the presentation.
Regards,
Chhaya :icon1:
From India, Delhi
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Dear Chaya,
Actually, HR practices have some structural differences from organization to organization, and similarly, they also have architectural differences as stated by Mr. Rashid.
For example, organizational HR policies and practices on standards of benchmark jobs, initial settlement allowances, relocation allowances, job weightage, ratings and compensation strategies, promotions, annual increments, annual vacation days, Christmas and Eid holidays, airfare for family travel, business trips, 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
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Actually, HR practices have some structural differences from organization to organization, and similarly, they also have architectural differences as stated by Mr. Rashid.
For example, organizational HR policies and practices on standards of benchmark jobs, initial settlement allowances, relocation allowances, job weightage, ratings and compensation strategies, promotions, annual increments, annual vacation days, Christmas and Eid holidays, airfare for family travel, business trips, 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
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Dear Abraham,
I agree with you. But my concern is that this project would be shared with all my colleagues HRs 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. 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 competent. 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 organization. Also, in brief general issues that we face and solutions for that.
I would like to keep it brief and to the point, rest it would be at the discretion of my fellow colleagues whatever information they may find useful they can choose and practice the same in their organization at any location.
In short, it will be like an HR guide for the 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 learning without using knowledge, it will not yield any revenue or career. Because the life of such HR interventions is very short; by the time you learn and are ready to practice, a new tool replaces the old one like Balanced Scorecard, BPR, etc.
If I get the right direction and the right kind of content, then I would like to add the same to my presentation. I hope you can support in this matter.
If you have any relevant presentation that could be used for this project, I would really appreciate it if you can share the same with me.
Regards,
Chhaya
From India, Delhi
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I agree with you. But my concern is that this project would be shared with all my colleagues HRs 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. 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 competent. 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 organization. Also, in brief general issues that we face and solutions for that.
I would like to keep it brief and to the point, rest it would be at the discretion of my fellow colleagues whatever information they may find useful they can choose and practice the same in their organization at any location.
In short, it will be like an HR guide for the 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 learning without using knowledge, it will not yield any revenue or career. Because the life of such HR interventions is very short; by the time you learn and are ready to practice, a new tool replaces the old one like Balanced Scorecard, BPR, etc.
If I get the right direction and the right kind of content, then I would like to add the same to my presentation. I hope you can support in this matter.
If you have any relevant presentation that could be used for this project, I would really appreciate it if you can share the same with me.
Regards,
Chhaya
From India, Delhi
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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 the USA are overseas. So, which practice should I be looking at?
See if this website about IKEA's practices is of any use:
[IKEA's Innovative Human Resource Management Practices and Work Culture](http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/HROB066.htm)
Also, <link outdated-removed> ([Search On Cite](https://www.citehr.com/results.php?q=www nhi fhwa dot gov transworkforce DS018 DOC) | [Search On Google](https://www.google.com/search?q=www nhi fhwa dot gov transworkforce DS018 DOC))
Found at [Google Search for innovative HR practices](http://www.google.co.uk/search?hl=en&amp;tbo=1&amp;q=innovative+HR +practices&amp;btnG=Search&amp;meta)
Simhan
From United Kingdom
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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 the USA are overseas. So, which practice should I be looking at?
See if this website about IKEA's practices is of any use:
[IKEA's Innovative Human Resource Management Practices and Work Culture](http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/HROB066.htm)
Also, <link outdated-removed> ([Search On Cite](https://www.citehr.com/results.php?q=www nhi fhwa dot gov transworkforce DS018 DOC) | [Search On Google](https://www.google.com/search?q=www nhi fhwa dot gov transworkforce DS018 DOC))
Found at [Google Search for innovative HR practices](http://www.google.co.uk/search?hl=en&amp;tbo=1&amp;q=innovative+HR +practices&amp;btnG=Search&amp;meta)
Simhan
From United Kingdom
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Dear Simhan,
Thank you for the links. I am also searching on Google. With your support, I got another idea. Probably, if you and my dear seniors could share your experiences, case studies - that would be the best practical material that would make this project very valuable. As we all know, most of the bookish knowledge is neither practical nor latest. It just sensitizes you to HR profession, but the real battle on the real ground, that kind of experience is always different and exciting.
I am in India, associated with an MNC which has branches all over the world including India, Silicon Valley, and Dallas in the 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.
With practical experiences, knowledge, and the right kind of content, this project may take great shape. In fact, now I am more enthusiastic and interested to learn beyond just a project. I am hoping with this subject and with the support of my seniors, I could learn a lot.
Hoping to hear from you and the seniors.
Regards,
Chhaya
From India, Delhi
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Thank you for the links. I am also searching on Google. With your support, I got another idea. Probably, if you and my dear seniors could share your experiences, case studies - that would be the best practical material that would make this project very valuable. As we all know, most of the bookish knowledge is neither practical nor latest. It just sensitizes you to HR profession, but the real battle on the real ground, that kind of experience is always different and exciting.
I am in India, associated with an MNC which has branches all over the world including India, Silicon Valley, and Dallas in the 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.
With practical experiences, knowledge, and the right kind of content, this project may take great shape. In fact, now I am more enthusiastic and interested to learn beyond just a project. I am hoping with this subject and with the support of my seniors, I could learn a lot.
Hoping to hear from you and the seniors.
Regards,
Chhaya
From India, Delhi
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Chhaya, I am not an HR expert. I am a retired academic in the UK who has conducted 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
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Simhan
From United Kingdom
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Dear Simhan,
That is very interesting. I would like to know more about your seminars. May I have your email ID?
Aside: I would request my seniors to share some experience or knowledge regarding the subject.
Regards,
Chhaya
From India, Delhi
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That is very interesting. I would like to know more about your seminars. May I have your email ID?
Aside: I would request my seniors to share some experience or knowledge regarding the subject.
Regards,
Chhaya
From India, Delhi
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Dear Simhan,
That is interesting. May I have your email ID? I would like to know more about your seminars.
Aside: I would like to request my seniors to share their views and experiences.
Regards,
Chhaya
From India, Delhi
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That is interesting. May I have your email ID? I would like to know more about your seminars.
Aside: I would like to request my seniors to share their views and experiences.
Regards,
Chhaya
From India, Delhi
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Dear Chaya,
I will request you to summarize the information provided by M. Bhajiya and Abraham in the context that I have expressed, to place them into a logical sequence for your presentation. You must have noticed one thing, that there is no universal HR phenomenon as such, so far as global HR practices are concerned. Therefore, HR depends on a customization approach to the needs of the organization. We learn different approaches and methodologies, then customize to our requirements.
Rashid
From Saudi Arabia
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I will request you to summarize the information provided by M. Bhajiya and Abraham in the context that I have expressed, to place them into a logical sequence for your presentation. You must have noticed one thing, that there is no universal HR phenomenon as such, so far as global HR practices are concerned. Therefore, HR depends on a customization approach to the needs of the organization. We learn different approaches and methodologies, then customize to our requirements.
Rashid
From Saudi Arabia
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Dear Mr. Yadav,
Although the group members have tried to resolve your issue, I need the following clarification regarding overseas HR. Is your role to place people abroad like a consultancy or to train the people on HR-related issues? How can you say that and compare the policies and strategies adopted abroad will be useful in India?
Well, I don't agree with this.
Thanks,
Sasidhar
sasidhar@adso.com
From India, Hyderabad
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Although the group members have tried to resolve your issue, I need the following clarification regarding overseas HR. Is your role to place people abroad like a consultancy or to train the people on HR-related issues? How can you say that and compare the policies and strategies adopted abroad will be useful in India?
Well, I don't agree with this.
Thanks,
Sasidhar
sasidhar@adso.com
From India, Hyderabad
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Dear Mr. Sasidhar,
I am Ms. Chhaya Yadav. It's a team-building activity project. It doesn't matter which part of HR's role we are playing; I could not understand the relevance of your question. We all have to give presentations on this subject. I never specified Policies and Strategies; I said Tools and HR Practices, for example, the Balanced Scorecard. Please don't make this simple project complicated. I already have many confusing questions. If you have any better suggestions, please share. I won't mind changing the entire content of the presentation, provided the content makes sense and justifies the subject line.
I would like to thank all my seniors for their support.
Regards,
Chhaya
From India, Delhi
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I am Ms. Chhaya Yadav. It's a team-building activity project. It doesn't matter which part of HR's role we are playing; I could not understand the relevance of your question. We all have to give presentations on this subject. I never specified Policies and Strategies; I said Tools and HR Practices, for example, the Balanced Scorecard. Please don't make this simple project complicated. I already have many confusing questions. If you have any better suggestions, please share. I won't mind changing the entire content of the presentation, provided the content makes sense and justifies the subject line.
I would like to thank all my seniors for their support.
Regards,
Chhaya
From India, Delhi
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HR Trends - Global HR practices.doc
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