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INTERNATIONAL HUMAN RESOURCE MANAGEMENT
An introduction
An Introduction….• Societies and economies around the world are becoming more
integrated. This integration has been the result of reduced costs of
transport, lower trade barriers, faster communication of ideas,
rising capital flows and intensifying pressure for migration.
• A few years ago, going global was considered to be a big
achievement, today it is part of a company’s survival kit, ever so
essential to de risk the organisation from a single country shock.
Contd…..
• Globalization in turn has revolutionized the way human
resource policies have evolved and have been implemented.
• Policies relating to employees hiring, training, training
compensating or maintaining are formulated keeping global
needs in mind.
• The international human resource manager needs to have a
global perspective of business so that he or she will; be effective
in formulating and implementing HR policies and practices.
• IHRM refers to the HR policies and practices applied by an international firm across all its subsidiaries located in different countries.
• IHRM is the process of procuring, allocating And effectively utilizing human resources in a multinational ORGANISATIONS.
Defining IHRM
THREE MAIN DIMENSIONS OF IHRM
1. Three broad human resource activities i.e. procurement, allocation and utilization .
2. Three national or country categories involved in IHRM activities:a) Host country: where subsidiary may be locatedb) Home country: where the head office is locatedc) ‘Other’: countries that may be suppliers of labour, finance and
other resources.3. Three categories of employment of an international firm:a) Host country nationals (HCN)b) Parent country nationals (PCN)c) Third country nationals (TCN)
Few examples………
• US multinational employs Australian citizens in its
Australian operations (HCN), often sends US citizens
to Asia Pacific countries (PCN) and may send some
of its Singaporean employees on an assignment to its
Japanese operations (TCN)
Growing interest in IHRM
• Globalisation of businesses has added to the number of MNC’s resulting in greater mobilization of resources.
• HRM has become a major determinant of success and failure in international business.
• Underperformance or failure in overseas assignments is costly both in human and financial costs.
• HR plays a significant role in the implementation and control of strategies in an internatiuonal business.
Significant IHRM activities and issues
• HRP
• Recruitment and selection
• Performance management
• Training and development
• Knowledge transfer
• Leadership
• Team building
• Salary and benefits
• Global labour laws standards and ethics
• Trade unions and negotiations
• Women in HRM
• Strategic issues
• Industrial relations
• Cultural contexts
• Organizational structural issues
• Managing diverse HR
External Influences
Risk Exposure
Change in emphasis
Involvement in Employee lives
Broader Perspective
More HR activities
IHRM
WHO IS AN EXPATRIATE??
• An expatriate is an employee who is working and temporarily residing in a foreign country
Expatriate Failure
• Means premature return of an expatriate manager before the
completion of his/her international assignment due to person’s
failure to attain to the expected performance levels and due to
person’s continuing inability to adjust to the new work and
cultural environment
• Parent country
HQ operation
• Subsidiary
operations
Country A
• Subsidiary
operations
country B
• A simple puzzle for you all…..