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A 12MBA111

HRM role is integral to strategy of organization and so role must be proactive in the international arena. Advent of globalization brought about increased international market. HRM has to ensure that training designed to distinguish between national and international human resources.

World class organizations continuously benchmark their: products processes results. Process of employing and developing people in international organizations which operate globally is known as international human resource management

Adaptation must be within cultural limits with extra care being taken, for example, when recruiting.
HRM specialists can take generalizations and develop them according to international situation they find themselves in.

IHRM must be included as part of core programmes in training and development it is no longer an option.

The way management is carried out depends upon: Culture Legislation Economic conditions Competition Employee relationships Training and development.

Increase in need for ability of HRM specialists and line managers to accept challenge of IHRM, because of: Globalization Workplace diversity. Need to manage beyond domestic and national boundaries. Demands likely to be found in: Managing complexity of workforce mix Managing diversity Communications Finding the right calibre people

Concerned with: Using initiative Taking personal responsibility Selection, recruitment, and career advancement on merit Loyalty to parent organization

Foundations: Scientific management Human relations approach Organic theories.

Individualized some HRM concepts: Employment legislation Cultural influences Increase in globalization Growth in bureaucracy Reduced growth in home economy.

Western interest in Japan came about because of close trading. Key working practices: employment for life/commitment payment by seniority quality flexibility.

Essential individuals have thorough understanding of: politics economics social policy. EU playing increasing role in world affairs. EU created dense network of international agreements and relationships to encourage development of cooperation, for example, with: World Trade Organization (WTO) quadrilateral talks (Canada, Japan, USA, EU)

Africa, Caribbean and Pacific countries Asia China Latin and Central America. European Social Chapter covered workplace legislation. Developments made in areas of transition, for example, Poland.

IHRM is not as easy as it seems it has its roots deep

rooted, therefore the HR should concentrate on it as future belongs to individuals who are trans-culturally competent in that they can recognize, respect and reconcile differences and thus perform better.

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