International human resource management (IHRM) is a field of study and practice that focuses on the management of human resources in a global context. It involves the strategic management of an organization's human capital in a way that aligns with the organization's international goals and objectives.
IHRM involves a range of activities, including the recruitment and selection of employees, training and development, compensation and benefits, performance management, and employee relations. It also involves the management of cultural diversity within the organization, as well as the management of expatriates and cross-cultural communication.
One of the key challenges of IHRM is dealing with the cultural differences that exist between countries. This can involve adapting HR practices to different cultural contexts, as well as managing diversity within the organization. For example, a company operating in multiple countries may need to adapt its recruitment and selection processes to ensure that they are culturally appropriate for each location. Similarly, it may need to adapt its training and development programs to account for cultural differences in learning styles and preferences.
Another important aspect of IHRM is the management of expatriates, or employees who are sent to work in a foreign country. This involves coordinating the transfer of employees to and from different countries, as well as managing issues such as housing, education, and compensation. It also involves managing the cultural adjustment process for expatriates, which can be challenging due to the differences in language, customs, and other cultural norms.
In summary, IHRM is a complex and multifaceted field that involves the strategic management of human resources in a global context. It involves adapting HR practices to different cultural contexts, managing diversity within the organization, and coordinating the transfer and management of expatriates. By effectively managing its human capital, an organization can align its HR practices with its international goals and objectives, and enhance its competitiveness in the global marketplace.
International Human Resource Management: Meaning, Need, Challenges and Issues
To provide opportunity to express his feelings about job related matters. For Google, happy employees are equivalent to productive employees. Due to some complexities in figuring out the base salary, this approach is not favored. In this approach, the amount paid for income tax, expenses met for house rents and related expenses, goods and services payments, and discretionary expenses. Managing such an organisation need quick decision making and continuous monitoring of all functions across the globe. It implies that either different HRM activities may be required in a global firm as compared to the domestic firm or even if the HRM activities remain the same, there may be difference in the way of performing these activities.
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An expatriate may feel that money is the sole motivator, whereas another expatriate may feel that non-financial rewards in the form of recognition, challenging tasks, and innovative projects are far more motivating. Such cost aspects demand even more careful consideration and selection. Knowledge about and competency in working with country and company cultures is the most important issue impacting the success of the international business activity, understanding various values, beliefs, and behaviors of people are essential aspects of success for doing business internationally. International Human Resource Management — Need HRM activities are performed in a particular context. A well-planned trip overseas for the candidate, spouse, and family provides a preview that allows them to assess their suitability for and interest in the assignment. Preliminary Visit: Spousal and Family Preparation Another training form that is useful in orienting international employees is to send them on a preliminary trip to the host country.
Human Resources (HR) Meaning and Responsibilities
Team leaders, in particular, need to understand and develop competitive strategies, plans and tactics that are external to the confines of domestic marketplace orientation. In many international organizations, performance assessment occupies an important place due its impact on providing feedback on the performance to the corporate headquarters or to the subsidiary heads. The stakeholders are group leaders, HR managers, staff, employees and other people who can help directly or indirectly the issues of HR scenario. Training improves the ability and knowledge of operative employees and development, improves the ability and knowledge of managerial personnel. An organization often adheres to the compensation laws of the country in which the expatriate is posted.