Inhaltsangabe:Introduction: Indonesia has a strategic position on major trade routes and possessing a rich variety of natural resources. With total numbers of 17,508 islands, the Archipelago is on a crossroads between two oceans, the Pacific and the Indian Ocean, bridges two continents, Asia and Australia, and has hundreds of different languages. These factors have created a highly diverse environment and society. They influence the social, political and economic life of the country. Under such circumstances, HRM of foreign companies establishing subsidiaries in Indonesia, have numerous challenges. Chapter 2 and 3 start identifying the overview of Indonesia and what kind of environment aspect such as politic, economic, socio-culture, technology, environment and legal of Indonesia influence Human Resource Management policies and practices in Indonesia. Furthermore, this part addresses the opportunities and threats for German subsidiaries in Indonesia regarding HRM Issues. It is an essential introduction part for German companies in order to optimize opportunities and minimize threats, when they establish subsidiaries in Indonesia. Since international business involves the interaction and movement of people across national boundaries, an appreciation of cultural differences is essential. Research into these aspects, which is explored in Chapter 4, helps us to understand of differences the culture dimension between Germany and Indonesia that influence human resource policies and practices. The object of this chapter is to help in managing, working together and dealing with the difference in thinking, feeling, acting and reacting of German and Indonesian people. This study uses the research of GLOBE Study of culture dimension such as Performance Orientation, Assertiveness, Future Orientation, Humane Orientation, Institutional Collectivism, In-Group Collectivism, and Uncertainty Avoidance. Chapter 5 examines the current issues of HRM in Indonesia, especially for German companies establishing a subsidiary in Indonesia, such as general condition of employment (type of employment, wages system, working hours, and worker social security), recruitment and selection issues, compensation appraisal, performance management, trade unions, and gender issues. In this chapter show us, how political, economical, socio-cultural, technological, environmental, and legal aspects; and culture dimension of Indonesia, strongly influence HRM policies and practices in [...]
Indonesia, with over 240 million people and rich of natural resources and abundant human resources, is very attractive for investors operating in wide array of industries. Many reports on Human Resource Management (HRM) and the English journals have written about the developing countries in Europe, Africa, and Asia (countries such as Hong Kong, China, and India), but surprisingly, writing on HRM issues in Indonesia has been rare and mainly limited to labor economics and macro-level Human Resources Development. Therefore, this thesis intends to make a contribution to literatures of HRM issues in Indonesia, with the example for German companies which are establishing their subsidiaries in Indonesia. This book examines Human Resource Management Issues in Indonesia from environment context such as political, economical, socio-cultural, technological, environmental and legal perspective (PESTEL Analysis); culture dimension difference between Indonesia and Germany; and the current issues of managing human resources in Indonesia by firms, especially for multinational companies, such as issues of general condition of labors, recruitment and selection process, compensation appraisal, performance management, trade unions and gender. Regarding HRM issues, the study has also shown that foreign companies have many threats, if they establish their subsidiaries in Indonesia. But on the other hand, Indonesia has some strengths and already improved some essential sectors that should be considered as opportunities for foreign companies, such as abundance in labors, rich natural resources, good international relationships, increasing foreign trades and FDI, growing telecommunication development, and starts improving national education and health. As conclusion, the HRM issues for foreign companies establishing a subsidiary in Indonesia are very complex, especially due to environment aspects and culture dimension difference. However, through understanding culture dimension of Indonesian societies, use the opportunities and minimize the risks, managing people in Indonesia is not an impossible mission.
Thank you for visiting our website. Would you like to provide feedback on how we could improve your experience?
This site does not use any third party cookies with one exception — it uses cookies from Google to deliver its services and to analyze traffic.Learn More.