This document discusses international human resource management and compares work cultures in India, China, and America. It describes the three types of employees that multinational companies have: parent country nationals, host country nationals, and third country nationals. For each type it provides advantages and disadvantages. It also discusses culture shock and outlines the stages employees may experience when adapting to a new culture. Finally, it highlights some key differences in work culture between India, China, and America, such as differences in work hours, punctuality, and the role of work-life balance.

1. International
Human
Resource
Management
By
:
Avinash Jaiswal

2.  International Human Resource Manaement is a process
which procures, allocates and effectively utilizes human
resource in multi-national companies.
 Companies operating outside their home countries have
three types of employees:
1. Parent Country Nationals (PCN)
2. Host Country Nationals (HCN)
3. Third Country Nationals (TCN)

3. Parent Country Nationals (PCN):
 Nationality of employee is the same as that of the
headquarters of the multinational firm.
e.g. a German employee working at the Chinese subsidiary
of Volkswagen.
Advantages
Disadvantages
• familiarity with the home
• difficulties in adapting to
office's goals, objectives, policies the foreign language and the
and practices
socioeconomic, political,
cultural and legal environment
• easier exercise of control over
the subsidiary's operations
• effective communication with
home-office personnel
• family adjustment problems
concerning the unemployed
partners of the employee

4. Host Country Nationals (HCN):
 Nationality of employee is the same as that of the local
subsidiary .
e.g. a Chinese employee working at the Chinese subsidiary of
Volkswagen.
Advantages
Disadvantages
• lower cost incurred in
• communication difficulties
hiring them as compared to
in dealing with home-office
PCN and TCN.
personnel.
• familiarity with the
socioeconomic, political and
legal environment and with
business practices in the host
country.
• lack of opportunities for the
home country's nationals to
gain international and crosscultural experience.

5. Third Country Nationals (TCN):
 Nationality of employee is neither that of the headquarters
nor the local subsidiary.
e.g. an Indian employee working at the Chinese subsidiary of
Volkswagen
Advantages
Disadvantages
• TCN are usually less
• difficulties in adapting to
expensive to maintain than
the foreign language and the
PCN.
socioeconomic, political,
cultural and legal environment
• TCN may be better
informed about the host
• communication difficulties
environment than PCN.
in dealing with home-office
personnel.

6. Culture Shock:
Culture shock is the personal disorientation a person may
feel when experiencing an unfamiliar way of life due to
immigration or a visit to a new country or a move between
social environments.
One of the most common causes of culture shock involves
individuals in a foreign environment.
The hindrances include information overload, language
barrier, generation gap, technology gap,etc.

7. Symptoms Of Culture Shock:
 Anxiety
 Depression
 Helplessness
 Boredom
 Self doubt

8. Stages Of Culture Shock:
Cultural shock can be put into these stages:
1)Initial Euphoria
2)Irritability and Hostility
3)Gradual Adjustment
4)Adaptation and Biculturalism

10. Work Culture In India:
 Of all the cultural influences that most impact Indian
business culture, hierarchy plays a key role. Indian society
operates within a framework of strict hierarchy that defines
people's roles, status and social order.
 People tend to work from 9 AM or so and come home at 9
PM. Most of them stay at work for 12 hrs.
 People take long lunches, tea breaks, other breaks.
 People work late hours, they sometime work on weekends.

11.  Work ethic is more relaxed, you just work long
hours and spread it over.
 Being on time is important, but not strictly
followed.
 Deadlines are important, but people tend to
negotiate with boss.
 Work is viewed as the thing in Life.

12. Work Culture In China:
 Doing business always involves meeting and greeting
people. In China, meetings start with the shaking of hands
and a slight nod of the head.
 Body posture is always formal and attentive as this shows
to have self-control and are worthy of respect.
 Unlike many countries, the giving of gifts does not carry
any negative connotations when doing business in China.
 Punctuality is vital when doing business in China.

13.  The Chinese are renowned for being tough negotiators.
Their primary aim in negotiations is 'concessions'.
 The Chinese do not speak with their hands. Movements
may be distracting .
 The Chinese do not discuss business at meals.

14. Work Culture In America:
 Depending on the company and role in the organization
working hours may vary, but in general people tend to work
only 8 hours in US.
 Some companies are even more flexible, they allow to
work from home on few days a week.
 It is very common for people in US to eat at desk. People
tend to eat at desk to save time and catch up on work and
leave early.
 People tend to allot around 30 min for their lunch time.

15.  Meetings are an integral part of corporate work culture in
America. Meetings are usually started exactly on time. If the
meeting request says 9 AM, it is sharply 9 AM.
 Deadlines are critical part, you should never miss any
deadlines…being on time is important.
 When it comes to importance of work, people consider
work as just work and not LIFE.
 But the way the culture is…Work is just part of life and
NOT life…
Thank You…