International human resource management
Table of Contents
INTRODUCTION AND THE CONCEPT OF INTERNATIONAL HUMAN RESOURCES MANAGEMENT: {IHRM} 2
Definition of International Human Resources Management {IHRM} 2
DEFINITION OF KEY TERMS:- 3
Expatriate, 3
Multinational Corporations {MNCs}, 3
International Corporations:- 3
Transnational Corporation 3
Cultural differences 4
Host country nationals {HCN} 4
Home country or Parent country: 4
Third country nationals {TCN}:- 4
Globalization: 5
RESONS FOR INTERNATIONAL HRM 5
MANAGERIAL FUCTIONS AT INTERNATIONAL LEVEL. 6
Ethnocentric attitude 6
Polycentric attitude 6
Geocentric attitude; 6
THE MAIN CHALLENGES FACED BY GLOBAL HR FUNCTIONS 6
COVERGENCE AND DIVERGENCE OF IHRM 7
Economic: 10
Human Capital:- 10
Culture;- 10
The extent to which there are well defined local norms 11
The nature of the industry 12
The orientation of the parent control 13
The degree to which an operating unit is embedded in the local environment 13
The strength of the flow of resources 14
The specific organization competencies 14
WAY FOWARD 15
CONCLUSION 17
REFERENCES 18
INTRODUCTION AND THE CONCEPT OF INTERNATIONAL HUMAN RESOURCES MANAGEMENT: {IHRM}
The growth of the multinational company and its future in world society has become the subject of serious discussion everywhere. Clearly, the multinational company can no longer, as in the past, pursue in isolation its goals of expanding markets, lower production costs and increasing profitability. It has become such a significant factor in the social system that unless it accepts its social responsibility, and discharges them effectively it may well find itself an appendage of government. The danger exists and must be realized. {Desatrick. et all 1977}
There are many valid reasons why organizations become multinational and the crossing of national boundaries can occur in different ways. It involved the movement of people, product, service or capital. It frequently involves the
INTRODUCTION AND THE CONCEPT OF INTERNATIONAL HUMAN RESOURCES MANAGEMENT: {IHRM} 2
Definition of International Human Resources Management {IHRM} 2
DEFINITION OF KEY TERMS:- 3
Expatriate, 3
Multinational Corporations {MNCs}, 3
International Corporations:- 3
Transnational Corporation 3
Cultural differences 4
Host country nationals {HCN} 4
Home country or Parent country: 4
Third country nationals {TCN}:- 4
Globalization: 5
RESONS FOR INTERNATIONAL HRM 5
MANAGERIAL FUCTIONS AT INTERNATIONAL LEVEL. 6
Ethnocentric attitude 6
Polycentric attitude 6
Geocentric attitude; 6
THE MAIN CHALLENGES FACED BY GLOBAL HR FUNCTIONS 6
COVERGENCE AND DIVERGENCE OF IHRM 7
Economic: 10
Human Capital:- 10
Culture;- 10
The extent to which there are well defined local norms 11
The nature of the industry 12
The orientation of the parent control 13
The degree to which an operating unit is embedded in the local environment 13
The strength of the flow of resources 14
The specific organization competencies 14
WAY FOWARD 15
CONCLUSION 17
REFERENCES 18
INTRODUCTION AND THE CONCEPT OF INTERNATIONAL HUMAN RESOURCES MANAGEMENT: {IHRM}
The growth of the multinational company and its future in world society has become the subject of serious discussion everywhere. Clearly, the multinational company can no longer, as in the past, pursue in isolation its goals of expanding markets, lower production costs and increasing profitability. It has become such a significant factor in the social system that unless it accepts its social responsibility, and discharges them effectively it may well find itself an appendage of government. The danger exists and must be realized. {Desatrick. et all 1977}
There are many valid reasons why organizations become multinational and the crossing of national boundaries can occur in different ways. It involved the movement of people, product, service or capital. It frequently involves the
References: Gupta C.B {2006} Human resources management; sultan chand &sons, New Delhi -India Hennat {1991}http/www.euestia.com/googlescholar.qst accessed on 10th January, 2012.