introduction to international human resource management
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Introduction to International Human Resource Management
Presented by: Ashish Pandey(GNITCM, Roll No. 09)
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Definition of Human Resource Management
Human Resource Management (HRM) involves all management decisions and practices that directly affect the people who work for the organization.
“Human Resources” the people who work for the organization.
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Human Resource Management
Human Resource Management (HRM) refers to those activities undertaken by an organization to utilize its human resources effectively.
Major Functions and Activities• Human resource planning• Staffing
Recruitment Selection Placement
• Performance appraisal• Training and development• Compensation and benefits• Industrial relations
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Why International Human Resource Management?
Increasing globalization, firms and employees in them moving all over the world.
Major problems in international operations because of human resource management blunders
Hence need to understand human resource management in a global perspective
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Why International Human Resource Management?
The role of HR in International
Operations
Managing a Multicultural Workforce
Developing Managerial Talent in a
Global Business Environment
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Three Approaches to IHRM
Cross-cultural management Examine human behavior within organizations from
an international perspective
Comparative HRM and Industrial Relations Seeks to describe, compare and analyze HRM
systems and IR in different countries
HRM in multinational firms Explore how HRM is practiced in multinationals
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Basic Terms in IHRM
National or Country Categories
• Host Country where subsidiary is located
• Home Country where the firm headquartered
• ‘Other’ Country
Employees of an International Firm
• Host Country Nationals (HCN)
• Parent Country Nationals (PCN)
• Third Country Nationals (TCN)
• Expatriates
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A Model of IHRM
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Differences between
HRM & IHRM
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DOMESTIC HRM INTERNATIONAL HRM
Employees are within one national boundary.
Employees are from different countries.
Employees may be grouped on region or zone-wise for convenience of regional language and food habits.
Employees are categorized as HCN, PCN and TCN for convenience of language, socio-cultural and food habits.
Routine work pattern. Needs constant attention on adjustment matters in living conditions and work ethics.
Not much variation or differences in compensation.
The compensation package need to be re-designed based on taxation matters and parity of emoluments with equivalents in the organization.
Communication is normal. Language translator may be required for better communication.
No administrative support required. Administrative support required for visa, driving license, currency transfer, banking services, etc.
Organizations do not normally care about children schooling, arranging medical facilities.
HR department needs to bother about housing, entertainment, communication of foreign nationals.
Locals can take care of themselves in unusual and difficult situations.
HR department to be extra careful of foreign nationals in case of terrorism, natural calamities, epidemics and ethnic agitations
Public relations work taken care by employees themselves.
Administrative support felt necessary to get school admissions for employee’s children. Similarly the medical services to be provided.
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VARIABLES THAT MODERATEDIFFERENCES BETWEEN
DOMESTIC HRAND
INTERNATIONAL HRM
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Enduring Context of IHRM
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Conclusion As in present scenario the
globalization is on top of its level and world has became a global village. So managing such a diverse workforce is a big deal for the organizations that’s why the MNCs have focused on the IHRM and studying this concept is very important for the Management Students.
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Feel free for any query
& Thank You!