The Enduring Context of Ihrm
The enduring context of IHRM
Introduction
In this introductory chapter, we establish the scope of the textbook. We: * define key terms in international human resource management (IHRM) * outline the differences between domestic and international human resource management and the variables that moderate these differences * discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context.
The discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context.
Defining International HRM 1. Human resource planning 2. Staffing (recruitment, selection, placement) 3. Performance management 4. Training and development 5. Compensation (remuneration) and benefits 6. Industrial relation
Morgan present IHRM on three demension: 1. The broad human resorce activities of procurement, allocation and utillization ( these three broad activity cann be easily expanded into the six HR activities listed above) 2. The national or country categories involve in IHRM activities: * The host country where a subsidiary maybe located * The home country where the firm is headquarter * ‘other’ country that may be the source of labour, finance, and other input. 3. the three categories of employees of an international firms: * Host country nationals (HCN’s) * Parent country nationals ( PCN’s) * Third country nationals (TCN’s) What is an expatriate? * An employee who is working and temporarily residing in a
Introduction
In this introductory chapter, we establish the scope of the textbook. We: * define key terms in international human resource management (IHRM) * outline the differences between domestic and international human resource management and the variables that moderate these differences * discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context.
The discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context.
Defining International HRM 1. Human resource planning 2. Staffing (recruitment, selection, placement) 3. Performance management 4. Training and development 5. Compensation (remuneration) and benefits 6. Industrial relation
Morgan present IHRM on three demension: 1. The broad human resorce activities of procurement, allocation and utillization ( these three broad activity cann be easily expanded into the six HR activities listed above) 2. The national or country categories involve in IHRM activities: * The host country where a subsidiary maybe located * The home country where the firm is headquarter * ‘other’ country that may be the source of labour, finance, and other input. 3. the three categories of employees of an international firms: * Host country nationals (HCN’s) * Parent country nationals ( PCN’s) * Third country nationals (TCN’s) What is an expatriate? * An employee who is working and temporarily residing in a