repartiation

8/10/2019 repartiation

1/18

Presentation on International HRM

Special thanks toDr. Harish Shukla


2/18

What is IHRM

International HRM is the process of

procuring, allocating and utilizing

human resource in an MNC or a

global firm.


3/18

Why International Human ResourceManagement?

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


4/18

Why International Human Resource

Management?(contd)

The role of HR in International Operations

Managing a Multicultural Workforce Developing Managerial Talent in a Global

Business Environment


5/18

What does IHRM add into the

Traditional Framework of HRM?

Types of employees Within and cross-cultural workforce diversity

Coordination

Communication

Human resource activities Procurement

Allocation

Utilization of human resources

Nation/country categories where firmsexpand and operate Host country

Parent country Third country


6/18

Diversity asanOrganizational and HRChallenge inMNE


7/18

Forces for Change

Global competition: Growth in mergers, acquisitions and alliances:

Organization restructuring:

Advances in technology and telecommunication:


8/18


9/18

Impacts on Multinational Management

Need for flexibility:

Local responsiveness:

Knowledge sharing:

Transfer of competence:


10/18


11/18

Reasons for Expatriate Failure

1. Inability of spouse to adjust

2. Managers inability to adjust

3. Other family problems

4. Managers personal or emotional maturity

5. Inability to cope with larger overseasresponsibility

6. Lack of technical competence

7. Difficulties with new environment


12/18

Major differences between domestic RM

and I RM

Business activities e.g. taxation, international relocation,

expatriate remuneration, performance appraisals, cross-cultural training and repatriation

Increased complexities e.g. currency fluctuations, foreignHR policies and practices, different labor laws

Increased involvement in employees personal life e.g.personal taxation, voter registration, housing, childrenseducation, health, recreation and spouse employment

Complex employee mix cultural, political, religious,ethical, educational and legal background

Increased risks e.g. emergency exits for serious illness,

personal security, kidnapping and terrorism


13/18

Example from Japanese MNCs

1. Borderless structure and bottom up decision making processesthat encouragecommunication and information flow among all components of the company

and extend the network to its key suppliers, distributors, and other businesspartners.

2. Custodial leadershipthat emphasizes values and vision and is skillfullyunassertive, while energizing and challenging middle managers with

demanding targets.

3. Human resource management, including socialization, training, andpromotion via a hierarchy of ranks, job rotation, and appraisal systems thatpromote hard work, commitment, and competition among peers.

4. Incremental planning and controlthat help a company expand little by little,focusing on new products and the relentless pursuit of operatingimprovements, rather than "grand designs" for competitive advantage.

5. An extended family modelthat encourages and rewards commitment.


14/18

IHRM - a shift in thinkingLaurent (1986)

Explicit recognition by parent org of the

existence of assumptions and values ofhome & host cultures

Explicit recognition by parent org

ethnocentrism is neither good/bad, has

strengths and weaknesses Explicit recognition of subsidiaries

preferenceswhich may be different


15/18

IHRM - a shift in thinkingLaurent (1986)

Willingness to acknowledge culturaldifference discuss and learn

Genuine belief in creative andeffective ways of managing peoplethrough cross-culturaltraining/learning


16/18

Main challenges in IHRM

High failure rates of expatriation and repatriation

Deployment getting the right mix of skills in theorganization regardless of geographical location

Knowledge and innovation dissemination managingcritical knowledge and speed of information flow

Talent identification and development identify capablepeople who are able to function effectively

Barriers to women in IHRM

International ethics

Language e.g. spoken, written, body)


17/18

Main challenges in IHRM

Different labor laws

Different political climate

Different stage(s) of technological advancement

Different values and attitudes e.g. time, achievement,

risk taking Roles of religion e.g. sacred objects, prayer, taboos,

holidays, etc

Educational level attained

Social organizations e.g. social institutions, authority

structures, interest groups, status systems


18/18

Presented by:

Ajita thakur

Amita Joshi

repartiation

Documents