International human resource management refers to the process of managing and organizing the human resources of an organization in a global context. It involves managing the recruitment, selection, training, development, and performance appraisal of employees in a multinational company.
One of the main challenges of international human resource management is cultural diversity. When managing a team of employees from different cultural backgrounds, it is important for the organization to understand and respect these cultural differences. This may involve adapting management styles, communication methods, and HR policies to be more inclusive and culturally sensitive.
Another challenge is language barriers. In a multinational organization, it is common for employees to speak different languages. This can make communication and collaboration difficult, especially when dealing with important business decisions or complex tasks. To overcome this challenge, international organizations may need to invest in translation services, language training, or multilingual HR staff.
Another important aspect of international human resource management is the management of expatriate employees. Expatriates are employees who are sent to work in a foreign country for a period of time. These employees often face unique challenges, such as adjusting to a new culture and living in a foreign country. It is the responsibility of the international HR manager to ensure that expatriate employees have the support and resources they need to successfully adapt to their new environment.
Overall, international human resource management is a complex and important function of multinational organizations. It requires a deep understanding of cultural diversity, language barriers, and the unique challenges faced by expatriate employees. By effectively managing their human resources on a global scale, organizations can improve communication, collaboration, and productivity, ultimately leading to success in the global marketplace.
International Human Resource Management(IHRM)
The ultimate goal of any organization is to satisfy the needs of the customers and to get the position of the market leader; effective utilization of human resources at the international level helps in fulfilling the needs of the customers with international standards. ADVERTISEMENTS: International HRM deals with the typical HRM functions like recruitment, selection, training and development, performance appraisal, etc. Perception of HR The perceived value of HR is another global challenge in HRM. In other words, the basic human resource processes such as HR planning, procurement, training and development, induction, compensation, performance management and industrial relations are influenced by two other groups of variables. The advantages of third country nationals in staffing are as follows — i better equipped with the use of international perspectives and ii possibility of low cost of hiring.
Theoretical Approaches to International Human Resource Management
Applicants, who are not happy with their current situation at home and are looking to get away, rarely succeed as overseas managers. As of now, such reservation does not apply to private sector companies. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. If employees fail to understand their roles and responsibilities and cultural differences, it will adversely affect their performance. There are various measures of performance with regards to foreign assignments.
What is International Human Resource Management? (Full Guide)
For instance, the US society does not believe in rituals, ceremonies, or formalities as Indians do. While IHRM is into the management of employees in the three-nation categories, i. PCNs are not the citizens of the country in which they are working. These are cultural diversity, workforce diversity, language diversity, and economic diversity. Some of the commonly used training programs in the subsidiaries of international companies are: a. International Review of Applied Economics, 20 3 , pp.
What is Human Resources
Geocentrism: Geocentrism assumes that management candidates must be searched on a global basis, without favouring anyone. One key point is human resources. Coordination and communication within the region are high, but quite limited between the region and the MNCs headquarters. International Human Resource Management — Need HRM activities are performed in a particular context. Key words: International human resource management, international assignees, multinational corporations, Apple Inc.
