This document discusses international human resource management. It begins by defining IHRM and explaining why global organizations develop international HR strategies due to factors like global competition and differences in business environments across countries. It then describes four types of international organizations and discusses some key aspects of IHRM like differences between domestic and international HRM, external factors that influence IHRM, and common IHRM practices such as international staffing, training for international assignments, repatriation, and compensation considerations. The document concludes that understanding cultural differences and workforce issues is important for HR managers and success in global business situations.
Staffing recruitment and selection of INTERNATIONAL HUMAN RESOURCES MANAGEMENTAparrajithaAriyadasa
In staffing in international business, HR managers must determine when or where to expatriation. Expatriate workers are frequently assigned to key positions in overseas operations. Human resource managers must also decide on the issue of compensation. The compensation of expatriate workers must be examined along with compensation of local workers and the compensation of workers in the home country. Differences in compensation packages have significant implications on staffing success, expatriate performance and business performance. HR managers must also address the issue of repatriation. Repatriation happens when the worker needs to come back to the home country, usually to continue working for the company. Repatriation also happens when the expatriate worker retires. These issues have significant effects on the perspectives and performance of expatriate workers and local workers, and the effectiveness of IHRM in staffing.
pengelolaan manusia di dalam suatu organisasi menjadi lebih penting ditngkatkan. Hal ini terkait dengan terbukanya relasi sosial internasional dalam bisnis dan ketenagakerjaan. Ketermudahan mobilisasi tenaga kerja dari satu kawasan ke kawasan yang lain membuat komunikasi kerja dalam organisasi lebih rumit, di antaranya komunikasi yang berbasis lintas budaya. Salah satu fakta yang ditunjukan adalah munculnya tenaga kerja lintas negara yang biasa disebut sebagai ekspatriat yang memberikan pengaruh luas terhadap kehidupan sosial.
International human resource management ihrmkoshyligo
International human resource management-IHRM, Introduction, Differences between Domestic and IHRM, Stages of Internationalization , Organisation structures of MNEs
Staffing recruitment and selection of INTERNATIONAL HUMAN RESOURCES MANAGEMENTAparrajithaAriyadasa
In staffing in international business, HR managers must determine when or where to expatriation. Expatriate workers are frequently assigned to key positions in overseas operations. Human resource managers must also decide on the issue of compensation. The compensation of expatriate workers must be examined along with compensation of local workers and the compensation of workers in the home country. Differences in compensation packages have significant implications on staffing success, expatriate performance and business performance. HR managers must also address the issue of repatriation. Repatriation happens when the worker needs to come back to the home country, usually to continue working for the company. Repatriation also happens when the expatriate worker retires. These issues have significant effects on the perspectives and performance of expatriate workers and local workers, and the effectiveness of IHRM in staffing.
pengelolaan manusia di dalam suatu organisasi menjadi lebih penting ditngkatkan. Hal ini terkait dengan terbukanya relasi sosial internasional dalam bisnis dan ketenagakerjaan. Ketermudahan mobilisasi tenaga kerja dari satu kawasan ke kawasan yang lain membuat komunikasi kerja dalam organisasi lebih rumit, di antaranya komunikasi yang berbasis lintas budaya. Salah satu fakta yang ditunjukan adalah munculnya tenaga kerja lintas negara yang biasa disebut sebagai ekspatriat yang memberikan pengaruh luas terhadap kehidupan sosial.
International human resource management ihrmkoshyligo
International human resource management-IHRM, Introduction, Differences between Domestic and IHRM, Stages of Internationalization , Organisation structures of MNEs
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2. Powerpoint Templates
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What are reasons that encouraged global
organizations to develop international HR
strategies?
Global competition and differences in
organizational environment across nations.
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TYPES OF INTERNATIONAL ORGANIZATIONS
1.International Corporations
2.Multinational Corporations
3.Global Corporations
4.Transnational Corporations
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International Corporations
• Domestic firms that builds on its existing capabilities to
penetrate overseas market.
Example : Honda, General Electric, P&G
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Multinational Corporations
• MNCs have operating units (subsidiaries) located in foreign
countries
• Subsidiaries function as autonomous units
Examples : Shell, Philips, Xerox
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Global Corporations
• Maintains control over its worldwide operations (subsidiaries)
through a centralized home office.
• They treat the entire world as a single market
Examples : Matsushita
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Transnational Corporations
• Provides autonomy to independent country operations but
bring these operations together into an integrated whole
through networked structure
• They combines the local responsiveness of an MNC and the
efficiency of a global corporation
Examples : Ford & Unilever
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INTERNATIONAL HUMAN RESOURCE
MANAGEMENT
• Simple definition is ‘the process of managing people in
international settings’
• Scyllion (1995) defined IHRM as ‘the HRM issues and
problems arising from the internationalization of business, and
the HRM strategies, policies and practices which firms pursue
in response to the internationalization process
• IHRM is the management of HR in business operations in
atleast two nations
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DIFFERENCES BETWEEN IHRM &
DOMESTIC HRM
IHRM
• Address a broad range of HRM
activities
• HR issues relate to employees
belonging to more than one
nationality
• Greater involvement of HR
manager in the personal life of
employees
Domestic HRM
• Address a narrow range of HRM
activities
• HR issues relate to employees
belonging to single nationality
• Limited involvement of HR
manager in the personal life of
employees
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IHRM
• Greater exposure to risks in
International assignments
• Has to manage several external
factors such as government
regulations of foreign country
Domestic HRM
• Limited risks in domestic
assignments
• Limited external factors to deal
with.
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IHRM Practices
• International staffing
• Pre-departure training for international assignments
• Repatriation
• Performance management in international
assignments
• Compensation issues in international assignments
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International staffing
• refers to the process of selecting employees for staffing
international operations of an MNC
MNCs can be staffed using three different sources
a. Home country or Parent Country National (PCN)
b. Host Country Nationals (HCN)
c. Third Country Nationals (TCN)
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• PCN
Employees of an organization who are citizens of the country in
which the headquarters of the company is located
• HCN
Employees of an organization who are the citizens of the
country in which the foreign subsidiary is located
• TCN
Employees of an organization who are the citizens of the
country other than the country where the organization is
headquarterd and the country that is hosting the subsidiary
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Approaches to staffing subsidiaries
• Ethnocentric
foreign subsidiary has little autonomy. All strategic decisions are made at
the headquarters. PCNs staff key positions at quarters as well as the foreign
subsidiary
• Polycentric
staff foreign subsidiaries of the firm with HCNs and headquarters consist
of PCNs
• Geocentric
staff my be PCNs, HCNs or TCNs
ability and not nationality is the key to staffing
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Pre-departure Training for International
Assignments
• To make it easier for the employee to assume job
responsibilities and be effective in the foreign country as soon
as possible
• To facilitate cultural adaptation as quickly and as effectively
as possible
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3 elements of T&D programme
1. Language training
2. Cultural training
3. Managing personal and family life
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Repatriation
• It is the process of bringing an expatriate home after he/she
has completed the international assignment.
Organizations can follow 3 practices
1. Create knowledge and develop global leadership skills
2. Ensure that candidates have cross-cultural skills to match their
technical abilities
3. Prepare people to make the transition back to their home
offices
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Performance Management in International
Assignments
Performance is the combination of several factors
Compensation Package
Task Assigned to the Expatriate
Headquarter’s Support
Environment
Cultural Adjustment
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Compensating Managers in International
Assignments
Components of expatriate compensation
• Home leave and travel allowances
• Children’s education allowance
• Currency differential payments
• Relocation allowance
• Housing allowance
• Cost of living adjustment
• Payments to protect from negative tax consequences
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CONCLUSION
As organizations have gone global in their operations, the
impact of cultural differences as well as workforce issues have
caught the attention of the HR managers. As the world
becomes boundary less, the ability to work in a cross cultural
environment becomes a valuable asset for any executive.
Understanding, managing, and even exploiting these cultural
differences could well spell the difference between success
and failure in several business situations.