2. Definition of Global Human
Resource Management/IHRM
IHRM is the process of procuring, allocating and
effectively utilizing human resources in multinational
corporation.
3. What is Global Human Resource
Management
As a field it is about: the understanding, researching,
applying and revising all human resource activities in
their internal and external contexts as they impact
the process of managing human resources in
enterprises throughout the global environment to
enhance the experience of multiple stakeholders,
including investors, customers, employees, partners,
suppliers, environment, and society.
4. Forms of International HRM
Operation of parent-country firms
Operation of foreign firms in the home country
Operation of Third party nationals
Employment of foreign citizens (or recent immigrants
and/or their families
5. Strategic objective of GHRM/IHRM
Problem of integration.(HQ to Subsidiary)
Problem of differentiation.(Flexibility in policies and
practices)
Involves constantly changing perspectives
Requires more involvement in employees personal
lives
Is influenced by more external sources.
Involves a greater level of risk than typical domestic
HRM
6. DIFFERENCES BETWEEN DOMESTIC AND
INTERNATIONAL HRM
Responsibility for greater number of activities
Need for greater level of expertise
e.g. employment laws
Necessity for closer involvement with employees (e.g.
expatriate families
Greatly expanded and different mix of employees
Having to deal with more external influences
Having to face greater exposure to problems and difficulties
7. Approaches to GHRM/IHRM
Ethnocentric.
The MNC simply exports HR practices and policies
from home contrary to Subsidiaries in foreign
location.
Polycentric
HR policies are adapted to meet the circumstances in
each foreign country. The subsidiaries are basically
independent from headquarters.
Regiocentric
HR policies are coordination within the region to as
great extent as possible.
Geocentric.
HR policies are developed to meet the goals of global
network of home country locations and foreign
subsidiaries.
8. Global Human resource management (GHRM) refers
to the activities an organization carries out to utilize
effectively its human resources in internationally.
These activities include:
determining the firm's human resource strategy
staffing
performance evaluation
management development
compensation
labor relations
9. Factors affecting GHRM/IHRM
Cultural Factors
Economic Risk
Economic Systems
Legal environment and Industrial Relation
Multi-National Employer
Multicultural workforces
Expatriate work assignment
10. THE STRATEGIC ROLE OF INTERNATIONAL HRM
Success in international business requires that HRM
policies be congruent with the firm’s strategy
11. STAFFING POLICY
Staffing policy is concerned with the selection of
employees who have the skills required to perform a
particular job.
Types of Staffing Policy
Expatriate Managers
12. TRAINING AND MANAGEMENT DEVELOPMENT
Training begins where selection ends and it focuses
upon preparing the manager for a specific job
Management development is concerned with
developing the skills of the manager over his or her
career with the firm
13. Training for Expatriate Managers
Repatriation of Expatriates
Management Development and Strategy
14. PERFORMANCE APPRAISAL
How should the performance of expatriate managers be
evaluated?
Performance Appraisal Problems
Guidelines for Performance Appraisal
16. INTERNATIONAL LABOR RELATIONS
A key issue in international labor relations is the
degree to which organized labor is able to limit the
choices available to an international business
A firm's ability to pursue a transnational or global
strategy can be significantly constrained by the actions
of labor unions
17. The Concerns of Organized Labor
The Strategy of Organized Labor
Approaches to Labor Relations
