HRM Word File
HRM Word File
HRM Word File
Topics
1. Introduction
2. What is IHRM
3. Definition of IHRM
International human resource management, IHRM began to take shape as a district field in
the 1980s initially viewed as a nascent discipline, it emerged from the need to address the
complexities of managing human resource in multinational corporations (MNCS) operating
across diverse culture and legal environment. Laurent 1986, characterised . IHRM as being
in its infancy, highlighting the growing recognition of international personnel management
issues as a specialised area within HR practices over the years. The focus has shifted from
expectations, challenges to broader themes such as global talent management and across
cultural integration .
• International Human Resource Management (IHRM) is all about how companies manage
their people in a global context. It involves things like recruiting, training, and developing
employees across different countries. Companies have to consider cultural differences,
legal requirements, and the best ways to staff their international operations. It’s like
regular HR, but on a global scale! Let me know if you want to dive deeper into any specific
aspect of IHRM.
DIFFERENCE BETWEEN DOMESTIC
HRM AND IHRM
• Cultural is a shipping process, member of group or a society, share a district way of life
with common values, attitudes and behaviour that are passed over time from generation
to generation in a graduate yet dynamic process, cultural is so invisible, but effective
process that one is not always aware of its affective on values, attitude and behaviour. By
reading a novel, a story about a group of men of a particular culture, the difference cannot
be understand that difference of a culture can be a better, only when the directly deals
with them in a real life like leaving with them interacting with them, it is called culture
shocking, which is a phenomena by people moving across different culture.
➢INDUSTRIAL TYPE
• The industry in which the firm is engaged and the nature and scope of the competitive
faces given the industry. It is the important considerations when deciding on the
appropriate over all the strategy and the balance between integration and the
differentiation porter make a distraction between two extreme type of industry in the
term of competition, that faces.
Multi domestic industry: Where competition in each country is initially independent
competition in other countries, such as retailing, distribution, and insurance.
Global industry: where the firms competitive position in one country is a significantly
influence, it position in the other country, such as a commercial aircraft, semiconductor,
and copier.
• It is imperative that the attitude of the senior management management is largely going
to determine the role and function of HRM in the international perspective. It the senior
management does not have a strong international orientation that importance of
international operation may not impressed the role of HR manager is a very corral here in
changing the mindset of the management towards global orientation, respectively. This
require thinking globally and acting locally.
TRANSFERRING STAFF AND
INTERNATIONAL BUSINESS ACTIVITIES
LONG-TERM ASSIGNMENT
STRATEGIC ASSIGNMENT
• Duration : typically long term, but may vary depending on the strategic need of the
business.
• Purpose : this assignment are circular from achieving specific business objective, such as
maintaining a new market, leading major or equation or managing a significant changing
in initiative.
• Eg : a CEO is temporary relocated to India for two year to lead a company entry into the
Indian market, oversee the establishment of a new forming key partnership and navigate
navigating regulatory challenging the assignment is critical to the company strategic
growth plan in Asia.
ROLE OF EXPATRIATES
• Expatriates are employ who are sent to Burke in a foreign country transfer knowledge
and ensure all ligament with the parent companies culture.
Their key role include: • Agent of direct control: Expatriates ensure compliance with
corporate policies and strategic objective throughout direct supervisor of local operation
operations.
• Agent of socialisation: They have install the parent companies, values and culture in the
host country, although this can sometimes lead to culture classes
.Transfer and knowledge and competence: They share expertise and the best practice
from the parent company. Best practice from the parent company, enhancing the skills of
local employee and improving operational efficiency.
• Boundary spanner : Expatriates gather information from both internal and external
environment, breeding gaps between the organisation and the local market.
• Cultural insight: They possess deep understanding of local customs, regulations and
consumer behaviour, which is the vital for strategy to the local.
• Cost efficiency : Hiring local talent can be more cost effective than expertise, reducing
expense related to the location and expertise benefit.
• Innovation and adaptation : local employees can be drive, innovation, and adapting
global strategy to field local needs, learning their unique perspective and experience.
THE ROLE OF WOMAN IN HRM
• Selecting staff for international roles possess unique challenging for organisations. Here
are some key issues.
• Identify suitable candidates: Finding candidate with the right skills, experience and
culture, adaptability can be difficult, clear job description and selection criteria and initial
to attract and identify the most suitable applicants.
• Cultural differences : Understanding, different culture is virtual in candidates cannot
adapt to a new culture. They may struggle in their roles.
• Legal and compliance issues: Different country have verifying labour law, visa
requirement and hiring regulation, non-compliance and result in legal penalties. So HR
must stay informed about legal loss and regulation regarding hiring parties.
Bias in selection : Implicit why can affect hiring disease leading to unfair practice using
structured interviews, standardise assessment, tools, and diverse interviews. Panels can
help mitigate vies and ensure selection process.
• Dual carrier couples : An increasing number of candidate, a dual carrier couples who
required position for both partners accommodating. These needs can be challenging, but
it is important for attracting and retaining talent.
• High turnover rates : Expertise of to leaves their position due to Anda, logistic jobs,
expectations or lack of sport, clear communication about roles sport in initial by
addressing these issues, organisation can improve their staff selection process in
international setting.
FACTORS MODERATING PERFORMANCE
• Several factor can influence and moderate performance in IHRM impacting how
effectively organisation manage their global workforce.
• Leadership style: The approach of leaders in the different reason can influence employ
motivation and engagement, supportive and culturally aware. Leadership often leads to
better performance outcomes .
• When selecting staff for international assignment, organisations must consider various
criteria to ensure the right fit to both the role and the culture and environment key
selection criteria include
• Technical ability : Candidate must possess that necessary technical and Manger skills
relevant to the position. Technical expertise is often as it is easier to assess based on past
performance and qualification organisation. Typically, look for the job related skill and
leadership capabilities to ensure candidate can perform effectively in their roles.
• Cross culture sustainability: The ability to adapt to different culture, environment and
curriculum. Candidate should culture sensitivity and the ability to integrate into diverse
team. This ad adopt, help mitigate culture, shock and enhance collaboration international
settings.
.Family requirements: Family consideration play a significant role expertise assignment
organisation, often evaluate the potential impact of the location on the candidate family,
including their billing to move and their capability to adapt to a new environment support
for family member, including work permit for suppose is also key factor.
• Language skill: Proficiency in the host country language can be vital for leadership, roles,
language, skill facility, communication and help expertise and their families feel more
comfortable in their new surroundings. Organisation may candidate will be relevant
language ability to effectiveness in their role.
• Physical and emotional health: Candidate must be in a good physical and emotional,
help to handle the challenging for living and working abroad, organisation often as
candidate reliance to stress and their ability to cope with the demand of the international
assignment.
➢ Challenges :
• Reluctance to accept international assignment, if it means, one partner has to sacrifice
their career, reducing the pool of qualified candidates, difficulty, finding employment for
the travellings sports in their host country.
• Increased stress and work life balance issues compared to international family.
Strategies of MNC’s
• Provide a career support for that trailing spouse , such as,
• Offer family- friendly policies like uncompressed assignment, virtual assignment and
replacing assignment with the business travel.
• Involves expertise sports in the selection process to assess their flexibility and
adaptability to the host country.