International Human Resource Management Essay Example
Introduction:
Human Resource Management (HRM) involves all decisions that directly affect the people who work for the concerned organizations and corporate enterprises. Hence, HRM can be termed as a strategic and coherent approach to an organization’s most prized asset- the people working there, who individually and collectively strive towards achieving the organizational goals. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining & compensating their services in tune with the job and organizational requirements.
International Human Resource Management (I-HRM)
This involves a process of procuring, allocating & effectively utilizing human resources in a multinational corporation while balancing the integration & differentiation of human resource activities in foreign locations.
Objectives of I-HRM: To reduce the risk of international human resource
It has helped a lot in reducing the risk in the business by using a proper standard recruitment & selection process. To avoid cultural risks
I-HRM has helped a lot in overcoming the intercontinental culture by making people coming from different of the world work together in a cohesive and coherent manner, under the same roof. To manage diversified human capital
The human capital available to companies is diversified on the grounds of culture, habits, characteristics & various other factors. I-HRM helps in managing these and uses them in a convergent manner to achieve organizational goals.
P. Morgan’s model of HRM: Here:
Two groups of variables that affect the basic HR process:
1. Types of Employees
2. Political, legal, economic, legal environment, labor laws & practices prevailing in different countries.
It consists of three dimensions:
1) Three broad HR activities: procurement, allocation and utilization.
2) Three national or countries categories involved in international HRM activities: Host country where a subsidiary may be located, home
Human Resource Management (HRM) involves all decisions that directly affect the people who work for the concerned organizations and corporate enterprises. Hence, HRM can be termed as a strategic and coherent approach to an organization’s most prized asset- the people working there, who individually and collectively strive towards achieving the organizational goals. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining & compensating their services in tune with the job and organizational requirements.
International Human Resource Management (I-HRM)
This involves a process of procuring, allocating & effectively utilizing human resources in a multinational corporation while balancing the integration & differentiation of human resource activities in foreign locations.
Objectives of I-HRM: To reduce the risk of international human resource
It has helped a lot in reducing the risk in the business by using a proper standard recruitment & selection process. To avoid cultural risks
I-HRM has helped a lot in overcoming the intercontinental culture by making people coming from different of the world work together in a cohesive and coherent manner, under the same roof. To manage diversified human capital
The human capital available to companies is diversified on the grounds of culture, habits, characteristics & various other factors. I-HRM helps in managing these and uses them in a convergent manner to achieve organizational goals.
P. Morgan’s model of HRM: Here:
Two groups of variables that affect the basic HR process:
1. Types of Employees
2. Political, legal, economic, legal environment, labor laws & practices prevailing in different countries.
It consists of three dimensions:
1) Three broad HR activities: procurement, allocation and utilization.
2) Three national or countries categories involved in international HRM activities: Host country where a subsidiary may be located, home