Unit I

International Human Resource

Management :Introduction

Presented by:
Mrs.Monica.A.Sharma
Faculty of Human Resource
Jagran Institute of Management

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 Contents
• Meaning
• Approaches
• Variables
• Difference between Domestic and
International HRM
• Strategic Corporate Planning and
International HRM
• Role of IHRM in sustaining International
Business Operations.
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 Meaning
HRM Practices at an international level
taking into consideration the nations
culture,environment,people and general
practices.

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 Approaches
• Ethnocentric-is the tendency to believe that one's ethnic or
cultural group is centrally important
• Polycentric-belief that managers and employees in a foreign
operation should be from the host country
• Geocentric-Employees are selected from throughout the
organization without regard to nationality
• Regiocentric-selects management personnel from within a
region of the world which most closely resembles that of the host
country.

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 Difference between Domestic and International
HRM

• Being more responsible.

• Broader Knowledge
• More involvement and collection of employee information
• Coping with external influences
• Greater exposure to problems and liabilities.
• More Additional responsibilities (Housing, Language)
• More contacts with government
• More coordination, risk management, public relations

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 Strategic Corporate Planning and International
HRM

• Building a Global Culture

• Developing leadership and managerial capability.
• Gaining management interest.
• Ensuring optimum quality to serve globally.
• Developing Global and local approaches to T&D
• Implementing Global HR System
• Linking HRM to Strategic objectives.

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UNIT I/MONICA
 Variables
• Parent Country Nationals (PCN’s)
• Host Country Nationals (HCN’s)
• Third Country Nationals (TCN’s)

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Role of IHRM in sustaining International Business
Operations.

Pro
cure PCN’s
●

Allo
cate TCN’s
●

Utili
ze HCN’s
●

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 THANKS

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