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Human Resource Management

A Global Perspective

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What is Global HRM ?

What is International HRM?

What is Domestic HRM?

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Domestic HRM

HR Planning

Staffing(Recruiting and Selection)

Performance Management

Training and Development

Compensation

Industrial Relations

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International and Global HRM

International HRM is

Managing an international workforce including expatriates,

frequent commuters, cross-cultural team members and

specialists involved in international knowledge transfer.

Global HRM is

Managing international HR activities through the application

ofglobal rule-sets.

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Difference between Global HRD and

Domestic HRD

Factors that differentiate

Learners/Trainees

Culture

Administration

Learning Style

Physical and Financial Resources

Political and Economic Environment

Role of Trainers

Language

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International HRM

International Perspective

Analyse HRM in various countries

HRM in multinational firms

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The cultural environmentThe industry (ries) within which themultinational is primarily involved

Extent of reliance of the multinationalon its home-country or domestic

marketAttitudes of senior managers

Domestic andInternational activtiesof the HRM function

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Domestic and

Internationalactivties ofthe HRMfunction

Extent of reliance ofthe multinational onits home-country or

domestic market

The cultural

environment

The industry (ries)within which themultinational is

primarily involved

Attitudes of senior

managers

Complexity involved

in different countriesand employing

different nationalcategories ofemployees

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HCNS

HCNS

PCNS PCNs

Parent Country

Nationals

Subsidiaryoperations

Country A

Subsidiary operations

Country B

National Border

National

Border

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Inter relationships between the field

Cross CulturalManagement

(A)IHRM in the multinational context

ComparativeHr and IR

Systems(B)

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Global Human Resource Management

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Categories of employees in an

International firm

Host Country Nationals (HCNs)

(Procure , Allocate, Ultilise)

Parent Country Nationals(PCNs))

(Procure , Allocate, Ultilise

Third- Country Nationals(TCNs))(Procure , Allocate, Ultilise)

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Global HRM and Domestic HRM

Six factors which differentiate international HRM

from domestic HRM.

1. More HR activities

2. The need for a broader perspective3. More involvement in employees personal lives

4. Changes in emphasis as the workforce mix of

expatriates and locals varies5. Risk exposure

6. More external influences.

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More HR Activities

International Taxation

International Relocation and Orientation

Pre-departure training , immigration details, housing,

shopping, medical care

Administration Services Medical, Visa, Ticketing

Translation Services

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BROADER PERSPECTIVE

Expatriate premium/Foreign Service premium

Equity Issues

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Involvement in Employees Personal

Lives

Cross cultural mentoring,

Housing arrangements,

Health care , schooling of children Employment relations closely connected with

personal profile, family status etc

Recreational programmes

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Changes in emphasis as the workforce

mix of PCNs and HCNs varies

Ability to change emphasis and resource

allocation from expatriate issues to local staff

selection

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Risk Exposure

Exposure to chances of expatriate failure and

subsequent cost of failure

Terrorism and required protection

Risk of getting caught in political environment

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Broader External Influences

Type of Government

State of the economy

Labour Policies and cost Learning and Development styles

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Variables that moderate diference

between DHRM and IHRM

Cultural Environment

Emic- EticDistinction

Culture Shock,

Adjustments,negativefeelings

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Variables that moderate diference

between DHRM and IHRM

Industry Type

Global Industry

Multidomesticindustry

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Variables that moderate diference

between DHRM and IHRM

Forces for change

Organisational

restructuring& Advances

in technologyand

communication

Growth inmergers andacquisitions

Global

Competition

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