International human resource management involves acquiring, training, appraising, compensating, and attending to the job relations, health, safety, and fairness concerns of employees in an international context. It is affected by the types of employees and the differing political, economic, legal, and labor environments of countries. IHRM managers have broader responsibilities and knowledge than domestic HRM managers, dealing with issues like foreign employment law, employees' lives, external influences, differential compensation, diversity, coordination, travel, and risk management.

1. PRESENTED BY:- BIRENDER KUMAR

2. Basic Definition
 „managing the employment
relationship‟
(Tyson, 1987)
Assumption
 Employees are the most important
asset of the organization

3.  HRM IS THE PROCESS OF
ACQUIRING, TRAINING, APPRAISING AND
COMPENSATING EMPLOYEES AND OF
ATTENDING TO THEIR JOB RELATION, HEALTH
AND SAFETY AND FAIRNESS CONCERNS.

4. INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

5.  It is not easy to provide a precise
definition of international human
resource management (IHRM). What
an HR manager does in

6.  General Definition:-
“Procurement, allocation, utilisatio
n and motivation of Human Resources in
International business.”

7.  Two groups of variables that affects basic HR
process
 1st – Types of employees
 2nd – Political, economic, legal
environment, labour laws and practices
prevailing in different countries

8. Difference between
IHRM and Domestic
HRM

9.  Responsible for a greater number of
functions and activities
 Broader knowledge of foreign country
employment law
 Closely involved with employees lives
 Cope with more external influences
 Exposure to problems and liabilities
 Management of differential compensation
 Diversity management
 More coordination and travel
 More risk management