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IHRM Definition, Functions, Challenges & Models

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International Human Resource Management involves coordinating HR functions across country operations and types of employees. Key challenges include high expat failure rates, developing talent for global roles, and addressing cultural and regulatory differences between locations. Effective IHRM requires considering stakeholder interests, strategic business needs, and societal factors in each country when making HR policy choices.

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International Human Resource Management
Definition Of Human Resources Management
[object Object],[object Object],[object Object]
Responsibilities of Human Resource Management ,[object Object]
[object Object],[object Object]
[object Object],[object Object]
Performance Selection Appraisal Rewards Development The Michigan Matching Model of HRM
Stakeholder interests ,[object Object],[object Object],[object Object],Government ,[object Object],[object Object],HRM Policy Choices Employee influence Human Resource flow Reward systems HR Outcomes Commitment Competence Congruence Cost effectiveness Long-term consequences Individual well being Organizational effectiveness Societal well- being Situational factors ,[object Object],[object Object],[object Object],[object Object],[object Object],philosophy ,[object Object],[object Object],[object Object],values The Harvard Model of Human Resource Management
International Human Resource Management
[object Object],[object Object],[object Object],[object Object]
HR Functions ,[object Object],[object Object],[object Object],[object Object],[object Object]
Types Of Employees ,[object Object],[object Object],[object Object]
Who is an expatriate? ,[object Object],[object Object],[object Object]
International Vs Domestic HRM ,[object Object],[object Object],[object Object],[object Object],[object Object]
 
Main challenges in IHRM ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Main challenges in IHRM ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
International Recruitment and Selection ,[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
International Training and Development ,[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],International Training and Development
International Compensation ,[object Object],[object Object]
International Compensation ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Repatriation ,[object Object]

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IHRM Definition, Functions, Challenges & Models

Notes de l'éditeur

  1. Emphasis is placed on how to best match and develop appropriate HRM systems to business strategies. The systems that Formrun et al . (1984) felt to be the most important in achieving this match were selection performance appraisal rewards and development
  2. The local managers are aware that their career prospects are limited therefore they are only concerned with the security and stability of only the local operation disregarding the broader goals of the global firm. When the expatriate receives many rewards to convince them to go abroad the local employees feel discriminated against.