Human Resource Challenges In T

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during development of company intranets.
U.S companies must be aware of the host country workforce framework and structure. Russia provides an excellent example as a big country with big needs-millions of potential consumers eager for goods and services denied them under communism. Since the fall of that system, a new market economy has grown quickly. Foreign businesses (an estimated 35,000 registered enterprises, not including joint ventures) now compete with each other and with Russian startups for market share.
Today, most U.S. companies are looking to replace expatriate employees with Russians at all organizational levels. Cost is a big part of the answer, primarily because Russian salaries in U.S. firms average 20 to 30 percent below U.S. employees' wages, although the gap is narrowing, especially at senior levels. In addition, Russian workers don't receive the housing, travel, and healthcare allowances that U.S. workers require.
Another reason for hiring Russians is ...

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styles of communicating.
An unfortunate consequence of this style of working is that often U.S. managers don't realize their messages aren't getting across. U.S. managers think if they tell someone to do something, it should get done. In other words, they “send” a message and consider it received. Russian employees “receive” the message but rarely give feedback. Such differences in style make it easy for miscommunication to occur, especially when unfamiliar words or different modes of delivery are used. The result is that the Russian does something, usually not exactly what the manager had in mind, and then feels insecure, and the manager starts mumbling about the incompetence of ...

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