International HRM MBA Notes

[kavita]

Discuss about international hrm MBA notes here. Welcome to MBA.ind.in and this page is for international hrm MBA notes discussion. If you are looking for international hrm MBA notes then ask your question is as much details as possible in the “Quick Reply” box provided below. The more detailed your question will be, the more easy will it be for our experts to answers your query. And if you have any information on international hrm MBA notes, then please share you knowledge with our viewers in the “Quick Reply” box. You knowledge can help many people. Thanks for stopping by at MBA.ind.in. Please visit again.

My sister said me to provide notes for International MBA Program in HRM. I have searched more and more but didnt find notes. Someone suggested for this site, so is there anyone who will provide notes International MBA Program in HRM?

[sumit]

As you are looking for notes for International MBA Program in HRM, so here I am providing important notes:

Notes for International MBA Program in HRM:

Introduction of Human Resource Management (HRM) and IHRM
IHRM is set of organizational activities aimed at effectively managing and directing human resources/labour towards achieving organizational goals. Typical functions performed by HRM staff would be recruitment, selection, training and development, performance appraisal, dismissal, managing promotions and so on.

Then what is International Human Resource Management (IHRM)?
IHRM can be defined as set of activities aimed managing organizational human resources at international level to achieve organizational objectives and achieve competitive advantage over competitors at national and international level. IHRM includes typical HRM functions such as recruitment, selection, training and development, performance appraisal and dismissal done at international level and additional activities such as global skills management, expatriate
management and so on.

In simple terms, IHRM is concerned about managing human resources at Multinational
Companies (MNC) and it involves managing 03 types of employees namely,
1. Home country employees- Employees belonging to home country of the firm where the corporate head quarter is situated.

2. Host country employees- Employees belonging to the nation in which the subsidiary is situated.

3. Third country employees- These are the employees who are not from home country/host country but are employed at subsidiary or corporate head quarters. As an example a American MNC which has a subsidiary at India may employ a French person as the CEO to the subsidiary. The Frenchman employed is a third country employee.

Basics of International Human resource management
International Human resource management is the process of procuring allocating and effectively utilizing the human resources in a multinational corporation. While HR Managers in these organization have to integrate HR policies and practices across a number of subsidiaries spread in several countries so that the organization goals can be achieve at the same time they have to make these policies and practices sufficiently flexible to allow significant differences in these policies in different countries.

International HRM is concerned with identifying and understanding how the MNCs manage their geographically dispersed worked force in order to leverage their HR resources for obtaining local as well as global competitive advantage.

Definition of IHRM
Boxall, P. (1992) defined International Human Resource Management (IHRM) as 'concerned with the human resource problems of multinational firms in foreign subsidiaries (such as expatriate management) or more broadly, with the unfolding HRM issues that are associated with the various stages of the internationalisation process. (Boxhall, P. 1992).

Mark Mendenhall (2000) sought to be more specific by outlining a number of criteria relevant to a definition of IHRM.

IHRM is concerned with HRM issues that cross national boundaries or are conducted in locations other than the home country headquarters.

IHRM is concerned with the relationships between the HRM activities of organisations and the foreign environments in which the organisations operate.

IHRM includes comparative HRM studies; e.g. differences in how companies in Japan, Thailand,
Austria and Switzerland plan for upgrading of employee skills and so on.

Importance of IHRM
The importance of international human resource management is getting increase everyday as we have globalisation and internationalisation over the world. As a result, numbers of the multinational companies are getting increase. According to Brewster et al. (2007), the multinational companies are increasing and there is economic dominance as 80% of the industrial output for the world is produce by the world's 1,000 largest companies. Brewster et al.
(2007) also mentioned that as the number of multinational company increases, global transferring is increasing such as sending works between team members of the company based everywhere over the world. In addition, through this trend, diversity is increasing within the organisation and the multiculturalism must be carefully considered by the organisation to utilize its human resources effectively in their organisation.

The one of crucial role of human resource manager is developing effective human resource management policies and practices for organisation such as recruitment, reward, training, development, flexibility, work-life balance, employee relations and communications (Brewster et al, 2007). However, these policies and practices can be varied between national cultures. Rosenzweig and Nohria (1994) argued 'that HR is the area of management most likely to be subject to national differences' (Cited in Brewster et al, 2007).

In these days, many large companies are trying to expand the company from their own country of origin to all over the world. These multinational companies are all facing same issues, which are developing policies and practices for the human resource management in their subsidiary overseas operations. In this paper, as a senior human resource manager of a multinational company in the Great Britain, will be discussed the main factors which will be considered while developing policies and practices for subsidiary in Latin America and also differences of policies and practices between the UK and the Latin America subsidiary operations.

Human Resource Management Features
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well motivated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization.
It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.