1 / 15

International HRM

International HRM. International HRM.

aforrester
Download Presentation

International HRM

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. InternationalHRM

  2. InternationalHRM • International human resource management is concerned with the human resource problems of multi-national firms in foreign subsidiaries with the unfolding of HR issues that are associated with the various stages of the internationalizationprocess • – Boxall1995

  3. InternationalHRM • International HRM (IHRM) is the processof: • Procuring, • Allocating, and • Effectively utilizing humanresources • In a multinational corporation,while • Balancing the integration and differentiation of HR activities in foreignlocations

  4. InternationalHRM • Complexity– • Operation of the multinational enterprise units across diverse nationalcontexts • The employment of workers with different national characteristics

  5. Objectives ofIHRM • To reduce the risk of international human resource • To avoid culturalrisks • To avoid regionaldisparities • To manage diversifiedhumancapital

  6. P.Morgans Model ofIHRM

  7. What is anexpatriate? • An employee who is working and temporarily residing in a foreigncountry • Some firms prefer to use the term “international assignees” • Expatriates are PCNs from the parent country operations, TCNs transferred to either HQ or another subsidiary, and HCNs transferred into the parent country • Global flow of HR: more complexity in activities and more involvement in employees'lives

  8. International AssignmentsCreate Expatriates

  9. Differences between Domestic HRM and IHRM  More HR activities: taxation, culture orientation, administrative services The need for a broader perspective: cater to multipleneeds More involvement in employees’ personal lives: adjustment, spouses, children Changes in emphasis as the workforce mix of expatriates and locals varies:fairness Risk exposure: expatriate failure,terrorism Broader external influences: government regulations,     

  10. Differences between Domestic HRM and IHRM • Complexity involved in operating in different countries, varied nationalities ofemployees • The different CulturalEnvironment • The industry or industries with which the MNC isinvolved • Attitudes of SeniorManagement • Extent of reliance of MNC on home country domesticmarket

  11. Variables that Moderate Differences between Domestic HR andIHRM

  12. Major Differences Between Domestic HRM andIHRM • Business activities e.g. taxation, international relocation, expatriate remuneration, performance appraisals, cross- cultural training andrepatriation • Increased complexities e.g. currency fluctuations, foreign HR policies and practices, different laborlaws • Increased involvement in employee’s personal life e.g. personal taxation, voter registration, housing, children’s education, health, recreation and spouseemployment • Complex employee mix – cultural, political, religious, ethical, educational and legal background • Increased risks e.g. emergency exits for serious illness, personal security, kidnapping andterrorism

  13. Main challenges inIHRM • High failure rates of expatriation andrepatriation • Deployment – getting the right mix of skills in the organization regardless of geographicallocation • Knowledge and innovation dissemination – managing critical knowledge and speed of informationflow • Talent identification and development – identify capable people who are able to functioneffectively • Barriers to women inIHRM • Internationalethics • Language (e.g. spoken, written,body)

  14. Main challenges inIHRM • Different laborlaws • Different politicalclimate • Different stage(s) of technologicaladvancement • Different values and attitudes e.g. time, achievement, risk taking • Roles of religion e.g. sacred objects, prayer, taboos, holidays, etc • Educational levelattained • Social organizations e.g. social institutions, authority structures, interest groups, status systems

  15. Qualities of GlobalManagers • Understand the worldwidebusiness • Learn about manycultures • Work with many types of people • Create culturalsynergy • Adapt to living in manycultures • Use cross-cultural skillsdaily • Treat foreign colleagues asequals • Use foreign assignments as careerdevelopment

More Related