This document discusses human resource management in global organizations. It covers three main areas of international human resource management: 1) managing HR in global corporations, 2) managing expatriate employees, and 3) comparing HR practices across countries. HR laws, regulations, and practices influence where companies locate subsidiaries based on factors like wages, benefits, and ease of dismissal. For example, some countries require higher unemployment benefits or limit overtime more than others. Managing subsidiaries requires considering these legal differences. The document also discusses approaches to staffing subsidiaries and factors influencing international HR management.

1. HUMAN RESOURCE MANAGEMENT IN GLOBAL ORGANISATIONS

2. The field of International Human Resource Management (IHRM) includes three
main areas:-
1.The management of human resources in global corporations
2.The management of expatriate employees
3.The comparison of human resource management (HRM)
practices in a variety of different countries

3. Moreover, HRM laws, regulations & practices may influence a company’s
decision on where to locate a subsidiary.
Prevailing wage rates, employee benefits required by law, & ease of dismissing
employees can make one country more attractive than another
For example:
In Netherlands, companies must pay employees who lose their jobs
unemployment benefits equal to 70% of their salaries for up to two & one-half
years.
In France, the legal workweek is 35 hours & workers are limited to nine hours of
overtime per week.
In contrast, Middle Eastern countries generally allow a workweek of 42 to 48
hours
Such differences require companies to think carefully about how legal
requirements will influence their operation & potential profitability

4. APPROACHES TO MANAGING & STAFFING
SUBSIDIARIES
1.Ethnocentric (Home country approach prevails)
2.Polycentric (subsidiary management)
3.Regiocentric (Region approach)
4.Geocentric or Global (Worldwide approach)

5. FACTORS INFLUENCING IHRM
 Political & legal concerns
 Level of development in foreign locations
 Technology & the nature of the product
 Organizational Life-Cycle
 Age & History of the subsidiary
 Organizational & National Cultural Differences

6. Major IHRM Functions
 Recruitment & Selection
 Training & Development
 Performance Evaluation
 Compensation & Benefits
 Labor Relations

7. Differences Between Domestic &
International HRM

8. The complexities of operating in different countries & employing different
national categories of workers is a key variable that differentiates Domestic &
International HRM
1.Major HR activities
2.Broader Perspective
3.More involvement in Employees Personal Lives
4.Changes in emphasis as the workforce mix of PCNs &
TCNs varies
5.Risk Exposure
6.Broader External Influences