1.
Under the guidance of
Sundar B. N.
Asst. Prof. & Course Co-ordinator
GFGCW, PG Studies in Commerce
Holenarasipura

2.
International Human Resource
management(IHRM) is a process of
processing ,allocating and effectively
utilizing human resource in multinational
corporation, while balancing the integration
and differentiation of human resource
activities in foreign locations.

3.
IHRM is a process of procuring international business,
motivate, retain and effectively utilize services of people
both at the corporate office and at the foreign plants or
locations.
DEFINITION OF IHRM
P. Subba Rao defines IHRM as performing HRM and its
related activities and arranging for related and necessary
immigration facilities for prospective and current
expatriate employees, by organisations operating in
domestic and foreign countries.

4.
The advent of liberalisation, globalisation and
advancement of IT has transferred world
around us. IT has brought to centric stage the
importance of HRM more than ever before.
So as nature of IHRM like.
1. The purpose of IHRM enables appropriate
deployment of HR worldwide.
2. The quality culture exchange can maintain
and satisfy the customer in global level .

5.
3. It creates effective utilisation of HR in an
competitive
4. It increase the primary task of identify recruit
and channel competent operations for improving
productivity and functional efficiency
5. It creates opportunity to establish trade blocks to
speed up HR activities.
6. Expanding the role of WTO.
7. Business environment becomes global business
environment.
8.The orientation assumes greater relevance to
increase the interlink across the nations.

6.
More HR
activities
Need for broader
perspective
Involvement in
employee
More of
expartriates
Changes in
emphasis
Risk exposure
External influnces

7.
a) human resource planning
 Difficulty in implementing H R in host
countries
 Development opportunities for international
managers.
b) Employee Hiring
 Ability to mix with oganisations culture
 Ethnocentric, polycentric or geocentric,
staffing approach.
 Selection of expatriates
 Managing repatriation process.

8.
Pay issues
 Different countries, different currencies.
 Gender based pay in Korea, Japan,
Indonesia Health insurance for employees
&
their families overtime working – Korean &
Japanese firms promotions based on
seniority or merit.

9.
More involvement for both parent- country
& third- country nationals
Housing arrangements.
Health Care
Remuneration packages
Assist children left behind in boarding
schools

10.
Need for parent country & third- country
Nationals decrease as more trained locals
become available.
Resources reallocated to selection,
training & management development .

11.
Dealing with ministers, political
figures, economic & social interest
groups.
Hiring procedures dictated by host
country
Catch up- with local ways of doing
business.

12.
Changes in management practices related to IHRM more
emphasis has been given to IHRM management
because of the following factors;
 emphasis on core company
 Reorganization
 competition for resources.
 Technological changes.
 Need for work force empowerment