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International HRM & Labor relations

International HRM & Labour relations

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International HRM & Labor relations

  1. 1. INTERNATIONAL HRM & LABOR RELATIONS Presented by Simran Kaur MBA 2nd year IGICM
  2. 2. INTERNATIONAL HRM • Ascertains the corporate strategy of the company and assessing the corresponding human resource needs • Determines recruitment, staffing and organizational strategy; recruiting, training and developing and motivating the personnel; putting in place the performance appraisal and compensation plans and industrial relations strategy
  3. 3. FACTORS AFFECTING INTERNATIONAL HRM • Differences in labor market relations • Cultural differences • Differences in regulatory environment • Attitude towards employment • Differences in conditions of employment
  4. 4. STAFFING POLICY • Strategic role of HRM is complex, where staffing, management development, performance evaluation, and compensation activities are complicated by profound differences between countries in labor markets, culture, legal systems, economic systems, and the like: Charles W.L.Hill
  5. 5. STAFFING POLICY DETERMINANTS • Cultural dimension • Subsidiary characteristics • Parent company characteristics • Host country characteristics • Costs
  6. 6. ETHOCENTRIC APPROACH • All key management positions are filled by home country nationals • Appropriate where organization mode is international • Widespread amongAmerican and European countries • Today, it is adopted by companies such asToyota, Matsushita and Samsung
  7. 7. MERITS OF ETHOCENTRIC APPROACH • Helps maintain unified corporate culture throughout the organization • Appropriate when competent people are not available in host country • Preferred where internationalization of exclusive resources or close control over core competencies required
  8. 8. DEMERITS OF ETHOCENTRIC APPROACH • Ignores local capabilities • Limits career advancement opportunities • HRM cost tends to be high • May lead to cultural myopia • Company may be looked at as an alien by nationals
  9. 9. POLYCENTRIC APPROACH • Recruits host country nationals • Managing subsidiaries • Key positions at headquarters occupied by parent country nationals • Appropriate for multinational corporations
  10. 10. MERITS OF POLYCENTRIC APPROACH • Local people know conditions better • Helps reduce HRM cost • Alleviates cultural myopia • Helps to get local support for the company • Growth opportunities contribute to morale
  11. 11. DEMERITS OF POLYCENTRIC APPROACH • Lack of availability of nationals with skill and communication capabilities could be a problem • Cultural integration may be challenging • Limited career advancement opportunities • Emotional bondages are not effective
  12. 12. GEOCENTRIC APPROACH • Seeking best people from anywhere in the world • Appropriate for global and transnational corporations
  13. 13. MERITS OF GEOCENTRIC APPROACH • Globally best talents • Global mindset of managers • Career opportunities • Helps easy to transfer competencies across the organization
  14. 14. DEMERITS OF GEOCENTRIC APPROACH • Cultural integration • HRM costs tend to be high
  15. 15. LABOUR RELATIONS • Process through which management and workers identify and determine job relations that will be in at the effect of workplace • Specific approaches to labour relations varies from one country to other
  16. 16. FACTORS AFFECTING LABOUR RELATIONS • Industrial democracy • Social policy • Globalization • Demographic challenges • Culture • Educational attainment • Legal challenges
  17. 17. TRADE UNIONS • Membership-based organization • Continuous association of wage earners for the purpose of maintaining or improving the conditions of their employment • Australian Bureau of Statistics states that a trade union is "an organization consisting predominantly of employees, the principal activities of which include the negotiation of rates of pay and conditions of employment for its members.”
  18. 18. REASONS OFWORKERS JOININGTRADE UNIONS • Economic needs • Social needs • Social welfare • Political reasons
  19. 19. OBJECTIVES OFTRADE UNIONS • Equitable wage benefits • Ensure healthy and safe environment • Promote job security • Provide legal and other support to its members • Provide political assistance
  20. 20. THANKYOU!!!

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  • SimranKaur116

    Oct. 28, 2015
  • ThanToe1

    Mar. 26, 2016
  • MahnoorKhan52

    Apr. 6, 2017
  • AkiraSam1

    Feb. 25, 2019
  • ArthikBhandigadi

    May. 6, 2019
  • RohitKumar3455

    Sep. 16, 2019
  • LinBi2

    Nov. 3, 2019
  • divya4321

    Nov. 4, 2019
  • KiranjeetKaur58

    Feb. 1, 2020

International HRM & Labour relations

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