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    International Human Resource Management

    Uploaded by

    Aziz Ullah
    The document provides an introduction to international human resource management (IHRM). It discusses how globalization has led firms and employees to move around the world, creating needs to understand HRM from a global perspective to avoid management blunders in international operations. IHRM involves three approaches: cross-cultural management, comparative HRM, and HRM in multinational firms. Key IHRM functions include managing a multicultural workforce, developing global managerial talent, and addressing the interrelationships between the IHRM approaches. IHRM adds dimensions like expatriate coordination and communication to traditional HRM frameworks.

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    © All Rights Reserved
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    International Human Resource Management

    Uploaded by

    Aziz Ullah
    113 views20 pages
    The document provides an introduction to international human resource management (IHRM). It discusses how globalization has led firms and employees to move around the world, creating needs to understand HRM from a global perspective to avoid management blunders in international operations. IHRM involves three approaches: cross-cultural management, comparative HRM, and HRM in multinational firms. Key IHRM functions include managing a multicultural workforce, developing global managerial talent, and addressing the interrelationships between the IHRM approaches. IHRM adds dimensions like expatriate coordination and communication to traditional HRM frameworks.

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    International Human Resource Management

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    The document provides an introduction to international human resource management (IHRM). It discusses how globalization has led firms and employees to move around the world, creating needs to understand HRM from a global perspective to avoid management blunders in international operations. IHRM involves three approaches: cross-cultural management, comparative HRM, and HRM in multinational firms. Key IHRM functions include managing a multicultural workforce, developing global managerial talent, and addressing the interrelationships between the IHRM approaches. IHRM adds dimensions like expatriate coordination and communication to traditional HRM frameworks.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    113 views20 pages

    International Human Resource Management

    Uploaded by

    Aziz Ullah
    The document provides an introduction to international human resource management (IHRM). It discusses how globalization has led firms and employees to move around the world, creating needs to understand HRM from a global perspective to avoid management blunders in international operations. IHRM involves three approaches: cross-cultural management, comparative HRM, and HRM in multinational firms. Key IHRM functions include managing a multicultural workforce, developing global managerial talent, and addressing the interrelationships between the IHRM approaches. IHRM adds dimensions like expatriate coordination and communication to traditional HRM frameworks.

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    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 20

    An Introduction

    to International
    Human
    Resource
    Management
    Why International Human Resource
    Management?

     Increasing globalization, firms and


    employees in them moving all over the
    world.
     Major problems in international operations
    because of human resource management
    blunders
     Hence need to understand human
    resource management in a global
    perspective
    1–2
    Why International Human Resource
    Management? (cont’d)

     The role of HR in International Operations


     Managing a Multicultural Workforce
     Developing Managerial Talent in a Global
    Business Environment

    1–3
    Three Approaches to IHRM

    • Cross-cultural management
     Examine human behavior within organizations
    from an international perspective
    • Comparative HRM and Industrial Relations
     Seeks to describe, compare and analyze HRM
    systems and IR in different countries
    • HRM in multinational firms
     Explore how HRM is practiced in multinationals

    1–4
    Interrelationships between
    Approaches of IHRM

    1–5
    A Definition of Human Resource
    Management
    • Human Resource Management (HRM)
    involves all management decisions and
    practices that directly affect the people who
    work for the organization.
    • “Human Resources” the people who work
    for the organization.
    organization

    1–6
    The General Field of HR

     Major Functions and Activities


    – Human resource planning
    – Staffing
    • Recruitment
    • Selection
    • Placement
    – Performance appraisal
    – Training and development
    – Compensation and benefits
    – Industrial relations
    1–7
    Human Resource
    Management Functions

    • Planning for Organizations, Jobs, and


    People
    – The Strategic Management of Human
    Resources
    – Human Resource Planning
    • Acquiring Human Resources
    – Selection
    – Recruitment
    – Integration
    1–8
    Human Resource Management
    Functions (cont’d)

    • Building and Motivating Performance


    – HR Development
    – Performance Appraisal
    – Compensation Systems

    1–9
    Human Resource Management
    Functions (cont’d)

    • Maintaining Human Resources


    – Benefits
    – Safety & Health
    – Collective Bargaining
    – Organizational Exit
    – Employment transitions
    • Multinational Human Resource
    Management
    1–10
    Strategic Decisions and Their Implications
    for Human Resource Management

    1–11
    Strategic Decisions and Their Implications for
    Human Resource Management (cont’d)

    1–12
    What does IHRM add into the Traditional
    Framework of HRM?
    • Types of employees
    – Within and cross-cultural workforce diversity
    – Coordination
    – Communication
    • Human resource activities
    – Procurement
    – Allocation
    – Utilization of human resources
    • Nation/country categories where firms expand
    and operate
    – Host country
    – Parent country
    – Third country
    1–13
    A Model of IHRM

    1–14
    Some Terms Defined

    • Host Country National (HCN): Belongs to


    the Country where the subsidiary is located
    • Parent Country National (PCN): Belongs to
    the Country where the firm has its
    headquarters
    • Third Country Nationals (TCN): Belongs to
    any other country and is employed by the
    firm

    1–15
    Differences between Domestic HRM and IHRM

     More HR activities: taxation, culture


    orientation, administrative services
     The need for a broader perspective : cater to
    multiple needs
     More involvement in employees’ personal
    lives: adjustment, spouses, children
     Changes in emphasis as the workforce mix of
    expatriates and locals varies : fairness
     Risk exposure: expatriate failure, terrorism
     Broader external influences : government
    regulations, ways of conduct
    1–16
    Differences between Domestic HRM
    and IHRM: variables
    • Complexity involved in operating in different
    countries, varied nationalities of employees
    • The different Cultural Environment
    • The industry or industries with which the
    MNC is involved
    • Attitudes of Senior Management
    • Extent of reliance of MNC on home country
    domestic market

    1–17
    Factors that Influence the Global Work Environment

    1–18
    Approaches To International Human
    Resource Management

    • Ethnocentric: Highly centralized. HQ controls


    PCNs dominate.
    • Polycentric: Decentralized. Each subsidiary
    has some degree of decision making
    autonomy. HCNs manage subsidiaries.
    • Geocentric: Ignores nationality in favor of
    ability and competence needs in a worldwide
    integrated business strategy.

    1–19
    Thank You

    1–20

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