Course code and title: HRM 2212 International Human Resource Management

Course status: Major optionalCredit points: 2 Level and Semester: Level II, VIII, 2011Course facilitator: Dr. Arosha S.

Adikaram

1

Evaluation Class participation 10%Individual assignment 30%End of semester examination 60%

2

Tentative session plan

3

Session Topic/Activity

1 Introduction to IHRM and the course

2 HR policies in MNCs, Cultural frameworks, culture shock

3 Expatriates, inpatriate management

4 Guest lecture 1

By Dr. Sankalpa Gamwarige, Director embedded systems, Zone24X7 (Pvt.) Ltd,

5 Perceptions, interpretation, and attitudes across cultures

6 Communication, conflict and negotiation across cultures

7 Selection and development of International employees

8 Guest lecture

9 Performance appraisal and compensation across cultures

10 Leading and motivating in an international context

11 Guest lecture 2

12 Laws and politics across countries

13 Group presentations

14 Group presentations

15 Ethics and social responsibility and course evaluation

Individual Assignment Select a company which is doing business

internationally Find out the type of the company and how it

IHRM is carried out in the company by looking into following aspects

- Selection and development of International employees

- Perceptions, interpretation, and attitudes across cultures

- Leading and motivating in an international context

Write a report (not exceeding 10 pages, 12 font, times new

roman, 1 ½ line spacing)

Group presentation (not exceeding 20 minutes)

4

HRM 2212 International Human Resource

ManagementDr. Arosha S. Adikaram

Introduction to IHRM

What is IHRM?

© Dr. Pavithra Kailasapathy6

The process of procuring, allocating and effectively utilising human resources in an international business

Types of organisations

© Dr. Pavithra Kailasapathy7

Global Transnational

International Multinational

Local responsiveness

Glo

bal e

ffic

ienc

y

low

low

high

high

International organisation

© Dr. Pavithra Kailasapathy8

Uses existing capabilities to expand into foreign markets

Honda General Electrics Procter & Gamble

Global organisation

© Dr. Pavithra Kailasapathy9

Views the world as a single marketOperations are controlled centrally from

the corporate officeE.g., Matsushita, NEC

Transnational organisation

© Dr. Pavithra Kailasapathy10

Specialised facilities permit local responsiveness

Complex coordination mechanisms provide global integration

E.g.,

Unilever Shell

Multinational organisation

© Dr. Pavithra Kailasapathy11

Several subsidiaries operating as stand-alone business units in multiple countries

An enterprise that has an interlocking network of subsidiaries in several countries

A company which views the world as its theatre of operations

A company, which therefore, allocates financial, material, technical and managerial resources around the world

E.g.,

Differences between HRM and IHRM

12

HRM IHRM

Done at national level Done at international level

concerned with managing employees belonging to one nation

concerned with managing employees belonging to many nations (Home country, host country and third country employees

concerned with managing limited number of HRM activities at national level

concerned with managing additional activities such as expatriate management

less complicated due to less influence from the external environment

very complicated as it is affected heavily by external factors such as cultural distance and institutional factors.

Differences between HRM and IHRM

© Dr. Pavithra Kailasapathy13

Constantly changing environmentRequires involvement in employee’s

personal livesHigher riskLonger “office” hours

What are the issues in IHRM?

© Dr. Pavithra Kailasapathy14

Cultural impactRecruitment & selectionMotivation/rewardTraining & developmentLeadership stylesLiving conditions, political environmentLabour laws, regulations, tax laws