Class Material IHRM
Transcript of Class Material IHRM
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