Professional Documents
Culture Documents
1-IHRM-International Context of HRM
1-IHRM-International Context of HRM
Introduction to IHRM, concept & Issues in IHRM, Barriers to effective IHRM, Variables
between Domestic and International HRM, Strategic view of IHRM, Hofstadter’s cross-cultural
management study, Approaches, Cross national differences in personnel and organizations-
Complexities and issues in managing human resource across countries; IHRM department and
functions; Models of IHRM..
Notes: ppt 1
What is IHRM?:
What is IHRM? International HRM (IHRM) is the process of: Procuring, Allocating, and Effectively utilizing human
resources in a multinational corporation, While balancing the integration and differentiation of HR activities in
foreign locations .
Managerial Responses:
Managerial Responses Developing a global “mindset” More weighting on informal control mechanisms Fostering
horizontal communication Using cross-border and virtual teams Using international assignments
TRENDS:
TRENDS Integration of the world’s economies and business globalization continues unabated International trade
is growing more rapidly than world output Foreign direct investment (FDI) flows are increasing The number of
cross-border, inter-firm agreements has risen dramatically Social, economic, and political developments
throughout the world changed the way global business is conducted
contd.:
contd. The external environment greatly influences HRM activities Each country has its own: Laws Business
customs Workforce characteristics Political climate The most difficult challenge to overcome is the “people
challenge ”
Issues in IHRM:
Issues in IHRM Managing international assignments Employee and family adjustment Selecting the right person
for a foreign assignment Culture, communication and gauge Language and communication
contd.:
contd. 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
PowerPoint Presentation:
Discrepancies in International compensation : The “discrepancies” most cited are listed in the order of how often
they were mentioned as being major problems: • Base Salary • Overseas Premiums • Housing Allowances •
Education Allowances • Cost of Living Allowances • Tax Equalization • Repatriation Allowances • Performance
Based Incentive
PowerPoint Presentation:
The biggest HR challenge facing any globally oriented corporation is finding competent managers An expatriate
manager (PCN) comes from the corporation’s home nation Relocation can be troublesome, regardless of the
managers country of origin The challenge is to capitalize on the diversity of a global workforce without
suppressing cultural heritage
contd.:
contd. Regulations regarding employment discrimination vary from country to country Ethical dilemmas between
profits and the preservation of basic human rights may also exist Resolving ethical issues is not an easy task
contd.:
contd. Employee participation is guaranteed in Germany South Korea’s giant industrial firms, the chaebol, control
every aspect of worker’s lives Government business regulations may differ In Singapore, annual wage
adjustments are set by a national council and strikes are nearly impossible There is no simple solution to the
labor relations problems with which MNCs and GCs are confronted Labor has been trying to establish global
labor organizations