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PRESENT TION
ON
INTERN TION L HUM N RESOURCE
M N GEMENT
Presented by:
Anjali Nair
Manish Singh
Prateek Shrivastava
Devendra Prasad
Rounit Roy
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Human Resource Management:
Human Resource Management (HRM) involves all management
decisions and practices that directly affect the people who work for
the organization.
IN!RNAI"NA# H$MAN R!S"$R%!MANA&!M!N:
INTERNATIONAL HUMAN RESOURCEMANAGEMENT(IHRM) is a process of procuring,
allocaing, an! e"eci#el$ uili%ing &u'an resourcesin a 'ulinaional corporaion , &ile alancing &einegraion an! !i"ereniaion of Hu'an Resourceaci#iies in foreign locaions*
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"'(!%I)!S "* I+HRM:
To reduce the risk of international human resource.
To avoid cultural risks.
To manage diversifies human capital.
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P, M"R&AN-S M"D!# "* IHRM
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Human resource activities
Procurement
llocation
!tilization of human resources
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Host country country in which the M"# seeks to locate or has
already located a facility.
Parent country
T&e counr$ in &ic& a co'pan$+scorporae &ea!uarers is locae!*Third country
$ountries other than the one in which the M"$ is
head%uartered or the one in which it is assigned to work &y
the M"$.
Nations categories where firms expand and operate
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Categories of employees in an MNE
Host-country nationals (HCNs#mployees &orn and raised in a host country.
Advantages
"o pro&lems with language and
culture.
Reduced hiring costs.
"o work permits re%uired.
Disadvantages
Hea! -uarers 'a$ &a#e less
conrol o#er operaions*
HCNs 'a$ sill &a#e li'ie! career
opporuniies ousi!e &e
susi!iar$*
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Parent-country nationals (PCNs
#mployees who were &orn and live in a parent country.
Advantages
Control and co-ordination by
HQ is maintained.
Promising managers get
international experience.
Assurance that the
subsidiary will comply with
company objectives policies
etc.
Disadvantages
H%Ns .romotion o..ortunities
are limited,
P%Ns may im.ose anina..ro.riate H/ style,
%om.ensation di0erences
bet1een P%Ns and H%Ns maycause .roblems,
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Third-country nationals (TCNs
#mployees &orn in a country other than a parent or host country.
Advantages
Salary and compensation
may be lower than or PC!s.
"ay be more amiliar with
host country than the PC!s.
#isadvantages
$ransers must consider nationalanimosities.
$C!s may not want to return aterassignment.
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International Recruitment and Selection
Recruitment
't is defined as searching for and o&taining potential o& candidates in
sufficient num&ers for and %uality so that the organization can select the most
appropriate persons for its o& needs.
Selection
't is defined as the process of gathering information for the purposes ofevaluating and deciding whom should &e employed in particular o&s.
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%riteria 2or Selecting Sta0 2orInternational Assignments
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Di0erence bet1een IHRM and DomesticHRM
. Responsile for a greaer nu'er of funcions
an! aci#iies
. /roa!er 0nole!ge of foreign coun$
e'plo$'en la
. Closel$ in#ol#e! i& e'plo$ees li#es
. Cope i& 'ore e1ernal in2uences
. E1posure o prole's an! liailiies
. Manage'en of !i"erenial co'pensaion
. 3i#ersi$ 'anage'en
. More coor!inaion an! ra#el
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)ariables that moderate di0erence bet1eenDomestic HRM and IHRM
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Main %hallenges in IHRM:
Talent identification and development identify capa&le people who
are a&le to function effectively
*anguage (e.g. spoken+ written+ &ody)
,ifferent la&or laws
,ifferent political climate
,ifferent stage(s) of technological advancement
#ducational level attained
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THANKYOU