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Introduction to International HRM
Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt)
Professor
Al-Qurmoshi Institute of B...
International HRM
International HRM (IHRM) is the process
of:
Procuring,
Allocating, and
Effectively utilizing human r...
International HRM
Complexity –
Operation of the multinational enterprise units
across diverse national contexts
The emp...
Objectives of IHRM
To reduce the risk of international human
resource
To avoid cultural risks
To avoid regional dispari...
Differences between Domestic
HRM and IHRM
 More HR activitiesMore HR activities: taxation, culture orientation,: taxation...
Differences between Domestic
HRM and IHRM
Complexity involved in operating in different countries,Complexity involved in ...
Major Differences Between
Domestic HRM and IHRM
Business activities e.g. taxation, international relocation,
expatriate r...
Main challenges in IHRM
High failure rates - expatriation and repatriation
Deployment – getting the right mix of skills ...
Main challenges in IHRM
Different labor laws
Different political climate
Different stage(s) of technological advancemen...
Diversity in workforce
Differences among people in age, gender, race,
ethnicity, religion, sexual orientation, socioecono...
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Introduction to international HRM

Introduction to international HRM

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Introduction to international HRM

  1. 1. Introduction to International HRM Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor Al-Qurmoshi Institute of Business Management, Hyderabad - 500005
  2. 2. International HRM International HRM (IHRM) is the process of: Procuring, Allocating, and Effectively utilizing human resources In a multinational corporation, while Balancing the integration and differentiation of HR activities in foreign locations
  3. 3. International HRM Complexity – Operation of the multinational enterprise units across diverse national contexts The employment of workers with different national characteristics
  4. 4. Objectives of IHRM To reduce the risk of international human resource To avoid cultural risks To avoid regional disparities To manage diversifies human capital
  5. 5. Differences between Domestic HRM and IHRM  More HR activitiesMore HR activities: taxation, culture orientation,: taxation, culture orientation, administrative servicesadministrative services  The need for a broader perspectiveThe need for a broader perspective: cater to multiple needs: cater to multiple needs  More involvement in employees’ personal livesMore involvement in employees’ personal lives:: adjustment, spouses, childrenadjustment, spouses, children  Changes in emphasis as the workforce mix of expatriatesChanges in emphasis as the workforce mix of expatriates and locals variesand locals varies: fairness: fairness  Risk exposureRisk exposure: expatriate failure, terrorism: expatriate failure, terrorism  Broader external influencesBroader external influences: government regulations, ways: government regulations, ways of conductof conduct
  6. 6. Differences between Domestic HRM and IHRM Complexity involved in operating in different countries,Complexity involved in operating in different countries, varied nationalities of employeesvaried nationalities of employees The different Cultural EnvironmentThe different Cultural Environment The industry or industries with which the MNC is involvedThe industry or industries with which the MNC is involved Attitudes of Senior ManagementAttitudes of Senior Management Extent of reliance of MNC on home country domesticExtent of reliance of MNC on home country domestic marketmarket
  7. 7. Major Differences Between Domestic HRM and IHRM Business activities e.g. taxation, international relocation, expatriate remuneration, performance appraisals, cross- cultural training and repatriation Increased complexities e.g. currency fluctuations, foreign HR policies and practices, different labor laws Increased involvement in employee’s personal life e.g. personal taxation, voter registration, housing, children’s education, health, recreation and spouse employment Complex employee mix – cultural, political, religious, ethical, educational and legal background Increased risks e.g. emergency exits for serious illness, personal security, kidnapping and terrorism
  8. 8. Main challenges in IHRM High failure rates - expatriation and repatriation Deployment – getting the right mix of skills in the organization regardless of geographical location Knowledge and innovation dissemination – managing critical knowledge and speed of information flow Talent identification and development – identifing capable people who are able to function effectively Barriers to women in IHRM International ethics Language (e.g. spoken, written, body)
  9. 9. Main challenges in IHRM Different labor laws Different political climate Different stage(s) of technological advancement Different values and attitudes e.g. time, achievement, risk taking Roles of religion e.g. sacred objects, prayer, taboos, holidays, etc Educational level attained Social organizations e.g. social institutions, authority structures, interest groups, status systems
  10. 10. Diversity in workforce Differences among people in age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, capabilities/disabilities and in the thought process. Management system which incorporates the differences found in a multicultural workforce in a manner which results in the highest level of productivity for both the organization and the individual.

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