INTRODUCTION

Objectives:•Understand various concepts used in IHRM•Define & analyze IHRM• Differentiate HRM & IHRM

ORGANISATIONAL ARRANGEMENTS

MODES OF ENTRY

Export –direct, indirect, intra-corporateLicensingFranchising Special modes-contract manufacturing, BPO, Management contracts, Turnkey projectsFDI without alliance- Green Field projectsFDI with alliance-mergers & acquisitions, Joint venture

IMPORTANT TERMS

MNC GLOBAL CO.TNCHome country/parent countryHost countryPCN’sHCN’sTCN’sExpatriate/ InpatriateWork permitGuest employees

HRMjob design & job analysisHuman resource planningRecruitmentSelection, Placement & inductionPerformance managementTraining & developmentCareer Planning & developmentRemuneration & BenefitsHuman 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

IHRM ACTVITIES &

ISSUES

ORGN STRUCTURE

ISSUESHRP

RECRUIT. & SELECTION

PERFORMANCE MGMT.

TRAINING & DEVLP

KNOWLEDGE TRANSFER

LEADERSHIPTEAM BUILDINGSALARY &

BENEFITS

GLOBAL LABOUR LAW STANDARDS

& ETHICS

TRADE UNIONS & NEGOTIATIONS

WOMEN IN HRM

STRATEGIC ISSUES

INDUSTRIAL RELATIONS

CULTURAL CONTEXT

MANAGING DIVERSE HR

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. Ethnocentric2. Polycentric3. Regiocentric4. 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

Staffing MNC’s

RECRUITMENT & SELECTION-issues of selection

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

Criteria – skills, job performance, cost, marital status

SELECTION CRITERIA1. Technical competence2. Relational skills3. Ability to cope with environmental variables4. Family situation

Individual criteria Family support

RIGHT PERSON FOR EXPATTIATION

FEMALE EXPATS

Female expatriate

s

capabilities

Stereotyping

Family constraint

s

Organizational

process

Lack of motivatio

n

Host country attitude

Women at work

Sources of stress

Role expectation Patron male boss Threatened male

colleagues Blocked promotions Sexual harassment

Symptoms of stress

TirednessAnxiety attacks migraine headachesExcessive drinkingIrritationTensionSleeplessness Frustration/dissatisfaction

FAILURE OF EXPATS

MANAGING EXPATRIATE FAILURE

Recent trends in international staffing

International

staffing

Work force diversity

offshoring

Dual career

couples

Background checks

Recruiting sources