INTRODUCTION

Objectives:
•Understand various concepts used in IHRM
•Define & analyze IHRM
• Differentiate HRM & IHRM
ORGANISATIONAL ARRANGEMENTS
MODES OF ENTRY

Export –direct, indirect, intra-corporate

Licensing
Franchising
Special modes-contract manufacturing, BPO,
Management contracts, Turnkey projects
FDI without alliance- Green Field projects
FDI with alliance-mergers & acquisitions, Joint venture
 IMPORTANT TERMS

MNC
GLOBAL CO.
TNC
Home country/parent country
Host country
PCN’s
HCN’s
TCN’s
Expatriate/ Inpatriate
Work permit
Guest employees
 HRM
 job design & job analysis
 Human resource planning
 Recruitment
 Selection, Placement & induction
 Performance management
 Training & development
 Career Planning & development
 Remuneration & Benefits
 Human Relations ( motivation, leadership, Morale,
teamwork, empowerment , grievance redress, cross
culture mgmt., social relations)
 Industrial Relations (union mgmt, Negotiations,
participative management, dispute prevention &
settlement)

PROCUREMENT, ALLOCATION & UTILISATION

 GLOBAL LABOUR
TEAM
SALARY
KNOWLEDGE
TRAINING &
TRADE
LAW&
LEADERSHIP
PERFORMAN WOMEN
RECRUIT. & BUILDING
TRANSFER UNIONS
BENEFITS && IN
STRATEGIC
STANDARDS
ORGN
CE DEVLP
MGMT. INDUSTRIAL
HRP
SELECTION ETHICSHRM
NEGOTIATIONS
ISSUES
CULTURAL
STRUCTURE RELATIONS
MANAGING
IHRM CONTEXT
ISSUES
ACTVITIES DIVERSE HR
& ISSUES
IHRM

IHRM
DEFINITION-

P MORGAN- The interplay among human activities

(procure, allocate & utilize), types of employees
(HCN, PCN, TCN) & countries ( HC, PC TC)

Performing HRM and its related activities and arranging for

related and necessary cultural and immigration facilities for
prospective and current employees, by organizations
operating in domestic and/or foreign countries
VARIETY OF FUNCTIONS
 Additional information
 Addl techniques of recruitment
 Checking the records of terrorist & criminal
activities
 On line selection
 Immigration information & fulfilling immigration
formalities
 Training for languages
 Translation facilities
Matrix organisation structure
EMPLOYEE HIRING
 STAFFING APPROACHES
1. Ethnocentric
2. Polycentric
3. Regiocentric
4. Geocentric
 REASONS & TYPES - INTERNATIONAL
ASSIGNMENTS
REASONS -
 Position filling
 Management development
 Organisational development

TYPES
 Short term
 Extended
 Long term

 Commuter assignments
 Rotational assignments
 Contractual assignments
 Virtual assignments
 Staffing of international business

HRP -identify top management potential early

-identify critical success factors for future
international managers
-Providing development opportunities
-Tracking & maintaining commitment to
individuals in their international paths
-Trying strategic business planning to HRP
-Dealing with multiple business units with
attempt to regional focus
RECRUITMENT & SELECTION-issues of selection

Staffing
MNC’s
Managing expats
• Willingness & enthusiasm
• Background (multicultural, multilingual, multifunctional)
• Skills & competencies
• Family background
• Local laws
• Cost

Criteria – skills, job performance, cost, marital status

SELECTION CRITERIA
1. Technical competence
2. Relational skills
3. Ability to cope with environmental variables
4. Family situation

Individual criteria

Family support
FEMALE EXPATS
Female
expatriates

Host
country
capabili
attitude ties

Lack of Stereot
motivation yping

Organizatio
Family
nal
constraints
process
 Women at work
Sources of stress Symptoms of stress

 Role expectation Tiredness

 Patron male boss Anxiety attacks
migraine headaches
 Threatened male
Excessive drinking
colleagues
Irritation
 Blocked promotions Tension
 Sexual harassment Sleeplessness
Frustration/dissatisfaction
 FAILURE OF EXPATS

MANAGING EXPATRIATE
FAILURE
Recent trends in international staffing
Internation
al staffing

Recruitin
g sources

Backgrou Work force

nd checks diversity

Dual career offshorin

couples g