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    Introduction To IHRM - 1,2

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    Jaanu
    This document discusses international human resource management (IHRM). It provides definitions of IHRM, including Morgan's "3-D" definition which covers HR activities, countries, and employees involved. IHRM is more complex than domestic HRM due to factors like more HR activities across countries, a need for broader perspectives, and greater risk exposure. The document also identifies six differences between domestic and international HRM: human resource planning, staffing, performance management, training and development, compensation and benefits, and industrial relations. Finally, it presents a model of five moderators - complexity, culture, industry, reliance on domestic market, and management attitudes - that influence differences between domestic and international HRM.

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    Introduction To IHRM - 1,2

    Uploaded by

    Jaanu
    42 views13 pages
    This document discusses international human resource management (IHRM). It provides definitions of IHRM, including Morgan's "3-D" definition which covers HR activities, countries, and employees involved. IHRM is more complex than domestic HRM due to factors like more HR activities across countries, a need for broader perspectives, and greater risk exposure. The document also identifies six differences between domestic and international HRM: human resource planning, staffing, performance management, training and development, compensation and benefits, and industrial relations. Finally, it presents a model of five moderators - complexity, culture, industry, reliance on domestic market, and management attitudes - that influence differences between domestic and international HRM.

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    Introduction to IHRM - 1,2

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    This document discusses international human resource management (IHRM). It provides definitions of IHRM, including Morgan's "3-D" definition which covers HR activities, countries, and employees involved. IHRM is more complex than domestic HRM due to factors like more HR activities across countries, a need for broader perspectives, and greater risk exposure. The document also identifies six differences between domestic and international HRM: human resource planning, staffing, performance management, training and development, compensation and benefits, and industrial relations. Finally, it presents a model of five moderators - complexity, culture, industry, reliance on domestic market, and management attitudes - that influence differences between domestic and international HRM.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    42 views13 pages

    Introduction To IHRM - 1,2

    Uploaded by

    Jaanu
    This document discusses international human resource management (IHRM). It provides definitions of IHRM, including Morgan's "3-D" definition which covers HR activities, countries, and employees involved. IHRM is more complex than domestic HRM due to factors like more HR activities across countries, a need for broader perspectives, and greater risk exposure. The document also identifies six differences between domestic and international HRM: human resource planning, staffing, performance management, training and development, compensation and benefits, and industrial relations. Finally, it presents a model of five moderators - complexity, culture, industry, reliance on domestic market, and management attitudes - that influence differences between domestic and international HRM.

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    Introduction

    Dowling, Festing & Engle, 6/e, Cengage


    1
    Learning
    Figure 1 - Inter-relationships between
    approaches to the field

    Dowling, Festing & Engle, 6/e, Cengage


    2
    Learning
    HRM activities
    1. Human resource planning
    2. Staffing: recruitment, selection, placement
    3. Performance management
    4. Training & development
    5. Compensation & benefits
    6. Industrial relations

    Dowling, Festing & Engle, 6/e, Cengage


    3
    Learning
    Morgan’s “3-D” definition of IHRM
    1. The HR activities of
    procurement, allocation & utilization
    2. The countries where IHRM occurs:
    • Host-country where subsidiary may be located
    • Parent-country where firm is headquartered
    • Other-countries that may be
    source of labor, finance & other inputs
    3. The employees of an international firm:
    • HCNs (host country nationals)
    • PCNs (parent .. .. )
    • TCNs (host .. .. )
    Dowling, Festing & Engle, 6/e, Cengage
    4
    Learning
    Inter-relationships between approaches to the field

    Dowling, Festing & Engle, 6/e, Cengage


    5 5
    Learning
    Figure 2 - International assignments create
    expatriates

    Dowling, Festing & Engle, 6/e, Cengage


    6
    Learning
    Stahl-Björkman-Morris def. of IHRM

    The field of IHRM covers


    • All issues related to firm outcomes
    • A wide range of HR issues facing MNEs in
    different parts of their organizations

    This definition includes comparative analyses of


    HRM in different countries.

    Dowling, Festing & Engle, 6/e, Cengage


    7
    Learning
    IHRM is more complex than domestic
    HRM
    IHRM has …
    1. more HR activities
    2. a need for a broader perspective
    3. more involvement in employees’ personal lives
    4. changes of emphasis as the mix of expatriates & locals
    varies
    5. more risk exposure
    6. broader external influences
    Dowling, Festing & Engle, 6/e, Cengage
    8
    Learning
    IHRM has international HR activities

    ■ International taxation
    ■ International relocation & orientation
    ■ Administrative services for expatriates
    ■ Host-government relations
    ■ Language translation services

    Dowling, Festing & Engle, 6/e, Cengage


    9
    Learning
    Differences between domestic HRM and IHRM

    IHRM complexity can be attributed to six factors:


    1. Human resource planning
    2. Staffing (recruitment, selection, placement)
    3. Performance management
    4. Training and development
    5. Compensation (remuneration) and benefits
    6. Industrial relations

    Dowling, Festing & Engle, 6/e, Cengage


    10 10
    Learning
    International relocation involves
    ■ Arranging for pre-departure training
    ■ Providing immigration & travel details
    ■ Providing housing, shopping, medical care,
    recreation & schooling information
    ■ Finalizing compensation details such as:
     Delivery of salary overseas
     Determination of overseas allowances
     Taxation treatment
    Dowling, Festing & Engle, 6/e, Cengage
    11
    Learning
    Four more moderators
    in addition to IHRM complexity
    1. The cultural environment
    2. The industry(ies) with which the MNE is
    primarily involved – multidomestic and global
    industry
    3. The extent to which the MNE relies on
    its HC domestic market
    4. The attitudes of senior management

    Dowling, Festing & Engle, 6/e, Cengage


    12
    Learning
    Figure 3 - A model of all 5 variables that moderate the
    differences between domestic and international HRM

    Dowling, Festing & Engle, 6/e, Cengage


    13
    Learning

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