Chapter 1 introduction to IHRM updated.pptx

Copyright © 2017 Pearson Education, Ltd.
Personal Info.
Mr. Yunes Ali Al wajih
29
Education:
Bachelors In Electronics and Telecommunication
Engineering.
Master in Business Administration (M.B.A)
Both done in India , Pune
Position
Head of the IB department.
Lecturer of the subject
Contact
FB: younesalwajeeh
E-mail: yunesaliali85@gmail.com
Mobile no. 775893112

Lets break
The WALL
Your Name?
What are you strengths and Weaknesses ?
What do you expect from this course?

Class Policies
Things that will cause your marks to be deducted
-Coming late to class.
-Unacceptable behavior in class.
-Not submitting the assignments on time.
-Cheating during the exam time.

- Attendance
-Timings
- Mobile Phone
- Participation
-Writing note
- Late submission of Assignments
- Not Attending Tests
Rules & Regulations

Test1 10% (after chapter 2)
Mid-term 20% (after chapter 4)
Assignments 5% (five home works)
Group presentation 5% ( group presentation)
Attendance 10%
Participation Marks will be added to the
overall course work.
Behavior Marks will be deducted
from the overall course
work
Final Exam 50%
Course work Marks :

Assignments and How to Submit them.
Watssap Group :

Schedule:
Sunday . @ 8:30- 11:30
 (3 hours per week)
Timings

Title Of the Book:
Fundamentals of Human Resource Management
Gary Dessler, Biju Varkkey
 International Human resource Management
Developed by : P.Subba Rao
International Human Resource Management
Anne-wil Harzing
Joris Van Ruysseveldt
International HR Management
(IHRM)

Ch1: Introduction to IHRM
Ch2: MNCs
Ch3: Staffing polices of IHRM
Ch4: Selection , Appraisal and Training in IHRM
Ch5: Ethics, justice and fairness
Ch6: Expatriation.
Ch7: IHRM and Employees relations.
Ch8: Cultural Dimensions of IHRM
Ch9: Regional Trading Blocs
Ch10:HR Globally
Topics

Any Question ?

Introduction to
IHRM
Ch1:

Important terms
in IHRM
1.1

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
1–15
Important terms in IHRM
Organization
 People with formally assigned roles who
work together to achieve the organization’s
goals.
Manager
 The person responsible for accomplishing
the organization’s goals, and who does so by
managing the efforts of the organization’s
people.

1–16
Important terms in
IHRM
Multinational Corporation (MNCs)
 It is an organization which operates in more than one
country
 The management of the company is centralized
 Products are not made adaptable to the countries of
the subsidiaries
Transnational Corporation (TCN) :
 Its an organization that produces, markets and
invests and operates across the world.
 The management is decentralized .
 Products are made according to the countries of the
subsidiaries

1–17
Home Country /Parent Country :
 It’s the country where the headquarters of an MNC or TNC is located.
Host Country :
 It’s the country where the subsidiaries /branch or an MNC or TNC is
located.
Parent Country Nationals /Home Country (PCNs):
 The are employees of an MNC/TNC who are citizens of the home
country of the MNC/TNC.
Host Country Nationals (HCNs):
 They are employees of an MNC /TNC branch who are the citizens of the
country where the subsidiarity is located.
Third Country Nationals (TCNs):
 Third country nationals are employees who are not from the parent
country or from the host country
Discuss the advantages of each one

Line Authority :
• Gives the managers the right to issue
orders to other managers or employees
• It creates a superior (order giver ) to a
subordinate ( order receiver)
relationship
• Managers with line authority is called
line managers
• (mostly in production and sales )
Staff Authority:
• gives a manager the right to advise
other managers or employees
• It creates an advisory relationship
• Managers with staff (advisory)
authority are called staff managers
• (Purchasing and human resource )

1–19
Line Manager
 Is authorized (has line authority) to direct the
work of subordinates and is responsible for
accomplishing the organization’s tasks.
Staff Manager
 Assists and advises line managers.
 Has functional authority to coordinate
personnel activities and enforce organization
policies.

The Management
Process
(functions)
1.2

What Is Human Resource Management?
(1of2)
The Management Process
Planning
Organizing
Staffing
Leading
Controlling
Planning
Organizing
Leading Staffing
Controlling

Copyright © 2015 Pearson Education, Inc.
1–22
The Management Process
Planning
Planning : Establishing goals and
standards developing rules and
procedures and developing plans
and forecasting

1–23
Organizing
Giving each subordinate a specific
task,
Establishing
departments(Departmentization )
Delegating authority to subordinates,
Establishing Chains of command and
communication
Coordinating subordinate’s work

1–24
Staffing
Staffing :Determining what type of people you should hire ,
recruiting prospective employees ,
selecting employees ,
training and developing employees
Setting performance standards ,
evaluating performance,
consulting employees and compensating employees

1–25
Leading
Leading : Getting others to get the
job done , maintaining morale,
motivating subordinates

1–26
Controlling
Controlling : checking to see how
actual performance compares with
the standards and taking corrective
action as needed

Human Resource
Management
Processes
1.3

1–28
Human Resource
Management Processes
Acquisition
Training
Appraisal
Compensation
Labor Relations
Health and Safety
Fairness
Human
Resource
Management
(HRM)

Acquisition
Human
Resource
Management
(HRM)
Recruitment: It aims at attracting
applicants that match a certain Job
criteria.
Selection: The next level of filtration.
Aims at short listing candidates who are
the nearest match in terms of
qualifications, expertise and potential for
a certain job.
Human Resource Management Processes

1–30
Human Resource
Training
Human
Resource
Management
(HRM)
Those processes that work on
an employee onboard for his
skills and abilities upgradation

1–31
Human Resource
Appraisal
Human
Resource
Management
(HRM)
refers to the regular review or
evaluation of an employee's job
performance and overall
contribution to a company.

1–32
Human Resource
Compensation
Human
Resource
Management
(HRM)
The process involves deciding upon salaries and
wages, Incentives and Benefits.
Promoting employees seek raises, better salaries
and bonuses.

1–33
Human Resource Management
Processes
Labor Relations
Human
Resource
Management
(HRM)
Employee relations include Labor
Law and Relations, Working
Environment, Employee-
Employee conflict management,
Quality of Work Life, Employee
Wellness and assistance
programs, Counseling for
occupational stress. All these are
critical to employee retention

1–34
Human Resource Management
Processes
Health and Safety
Fairness
Human
Resource
Management
(HRM)
• Making worker safety and health a core organizational value
• Eliminating hazards, protecting workers, and continuously improving workplace safety
and health
• Providing sufficient resources to implement and maintain the safety and health
program
• Visibly demonstrate and communicate their safety and health commitment to workers
and others.
equal treatment of others regardless of age, race, national
origin, gender, religious beliefs and sexual orientation.
Fairness provides people and organizations with an effective
solution for preventing, resolving, and managing workplace
conflicts.

What Is Human Resource Management?
(2of2)
• Is the process of
• acquiring ,
• training ,
• appraising
• and compensating employees ,
• and of attending to their labor
relations ,
• health and safety
• and fairness concerns.
Human
resource
management:

International
Management
HR
1.4

International Human resource
IHRM can be defined in many ways.
It is defined as , performing HRM and its related activities and
arranging for related and necessary cultural and immigration
facilities for prospective and current employees by MNCs/TNCs
at an international level.
the process of:
Acquiring,(procure )
designation, and (Allocating )
effectively using ( utilizing ) the human resources in a
multinational company or organization,
while trying and maintaining the balance of integration
and differentiation of HR activities and practices in the
foreign locations

Model of International Human
resource

Features of
IHRM
1.6

Features of IHRM
International
human
resource
management
Wider
nationalities
Broder
relationships
and
complexities
Variety of
functions
Enduring
complexities of
HRM activities
Influence of
international
environment

International
human
resource
management
Wider
nationalities
• IHRM deals with employees drawn from a
number of nations in contrast to HRM
• IHRM faces variety of cultures , values ,
ethical interpretations , religion .
Features of IHRM

International
human
resource
management
Broder
relationships and
complexities
IHRM the organization seek more information about broader aspects of
employees and their families
These aspects include : age ,race , health ,educational qualifications .
Criminal records , of employee and his or her family.
Organization has to arrange for : work permit , visa, , air tickets and all
other logistics for employee and his family
It also arranges for socialization of employee and family members with the
local community , facilities in the country like shipping places , housing
,education and hospitals …etc.
Complexities comes as also difficulties in communicating with one anther
due to different cultures and behaviors
Features of IHRM

International
human
resource
management
Influence of
international
environment
Strides in business processes :
the explosive growth of information technology causing economic uniformity across the world.
E-Business
Reduce of physical flow of human resource across the countries
Influence of information technology :
The advancement of information technology made it easier to stablish manufacturing units in
different countries
Made outsourcing easier .
This increases the employment of foreign employees
Political liberalizations :
Political rules and regulations of various governments are significantly liberalized
Countries have changed their rules to welcome MNCs into their economies
In addition many countries liberalized the entry of expatriates
Features of IHRM

IHRM VS HRM
International
human
resource
management
Enduring
complexities of
HRM activities
Dealing with expatriates (pcn ,hcn ,tcn)
Its complicated to some extent to practice different HRM
policies and practices for nationals and expatriates

IHRM VS HRM
International
human
resource
management
Variety of
functions
Additional Information :
Of culture , family members , employment details
Additional techniques of recruitment :
Checking the record of terrorist and criminal
activities with the help of foreign government
Online-selection
Air tickets
Immigration formalities
Arranging for receiving candidate
Orientation
Conducting training and language classes

HRM VS IHRM
1.7

Comparison between IHRM and
domestic HR
International HRM
1. International Human
resource is done at
international level
Domestic HRM
1. Domestic Human
resource is done at
national level

2. International Human
resource is concerned with
managing employees
belonging to many nations
3. IHRM is concerned with
managing additional
activities such as expatriate
management
2. domestic human
resource is concerned with
managing employees
belonging to one nation
3. Domestic HRM is
concerned with managing
limited number of HRM
activates at national level

4. IHRM is very complicated
as it is affected heavily by
external factors such as
cultural differences and
institutional factors.
4. domestic HRM is less
complicated due to having
the same cultural and
institutional factors

5. Human resource
managers working in an
international environment
face :
*The problem of addressing
and solving HR issues of
employees belonging to more
than one nationality
Hence this HR managers need
to set up different HR systems
for dealing with those issues
5. human resource
managers in domestic
environment manages HR
programmed belonging to a
single nationality

6. There are more risks
involved in IHRM than the
domestic HRM
6. There are few risks
involved.

7. IHRM requires greater
involvement in the personal
life of employees.
Due to the reason that the
willingness and ability of
the family of the employee
to adapt to the new country
will contribute to the
success of the employee
sent abroad
7. in the domestic
environment , the
involvement of the HR
manager or department
with the employees family
is limited to providing :
family insurance programs
or
transport facilities incase of
domestic transfer

8. Compensation is more
complicated which includes:
 Cost of living
 Accommodation cost
 Covering the education of the
employee children
 taxes
The HR manager of MNCs
must insure an executive
posted to a foreign company
understands all aspects of the
compensation package
provided in the foreign
countries
8. compensation is not
complicated.
Includes the regular benefits
,incentives and bonuses that
are common at a national
level.

1. Definition of International HRM, variables distinguishing it
from managing a culturally homogeneous workforce within
national boundaries.
2. International business growth strategies and structural
responses the “global/local” dilemma & factors affecting
decisions on establishing foreign operations: HRM
implications and the HRM role
Course Outline

3. Staffing approaches in MNOs; different categories of staff
operating outside their home country borders; their HRM
related needs, and issues HRM practitioner/line manager
needs to consider
4. The recruitment, selection, appraisal, reward, training and
development and release of staff in foreign business
unit/staff operating internationally
Course Outline

5. Expatriation: staff selection, reward, appraisal and
repatriation; ways internationalizing the experience of staff
within an MNO, without expatriating
6. Legal and employee relation aspects of managing across
national boundaries
7. The cultural dimension: difference between national/ethnic
and organization culture; verbal and non verbal
communication across cultures acculturation training;
motivation, negotiations and other dealings across culture;
culture shock minimization; culturally appropriate
behaviors.
Course Outline

8. Ethical issues: Values differences and their reconciliation;
the role of the HRM department
9. Regional Trading Bloc, especially the EU and influence on
HRM and general terms on trading decisions and the
establishment of foreign business units STO, UN, ILO
10. HRM Practices in other countries
Course Outline

Define IHRM , line manager , staff manger
What is HRM processes
Management process
Compare between HRM and IHRM
Assignment 1

Enjoy !

Chapter 1 introduction to IHRM updated.pptx

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