Paper Topic:

International HRM

International Human Resources Management

As Burack , et al (1994 ) pointed out , human resource management had transformed itself as more emphasis is stressed on commitment and control . Quality , competence and flexibility among the employees had efficiently replaced quantity of task accomplished and dumb obedience Furthermore , the objectives of the management become concentrated on the adoption of modernization , quality and cost reduction . As human resource management requires and demands more from their employees , work is then intensified resulting to less slacking of the management . Aside from globalization , changes in the HRM management have

occurred due to cross-national dissimilarities . The diversities among nations are likely to develop practices that are different from other countries (Gooderham Nordhaug Ringdal , 1999 . In reality , human HRM practices are subject to distinctive sets of national rules as well as sensitive analysis of labor unions whose strength and thoughts towards management differ Thus , this concept is contrary to the idea of HRM as a high managerial autonomy (Fisher , Schoenfeldt Shaw , 1993 Dessler , 1997

Multinational companies . need to manage human resources at an international setting . This process of procuring , allocating , and effectively utilizing human resources in a multinational corporation (Sims , 2002 ,

.360 ) is referred to as international human resources management , or IHRM . The establishment of a new facility in another country entails that human resource managers achieve two strategic objectives . One is that the managers must integrate HRM policies and practices across a number of subsidiaries in different countries in that common , or global , corporate objectives be achieved . This means that the manager has to reconcile and incorporate local HRM policies with the existing company policy . Also the management approach must be flexible enough to allow for differences in the HRM practices of various countries , and yet adequate to be effective in various business settings . This is done to allow the head office control of the whole operation

IHRM basically involves the same duties as domestic HRM . However , while the domestic HRM handles local (from one country ) employees , IHRM handles international employees . IHRM personnel are responsible for the relocation and orientation of foreign employees and help them adapt to the new culture . IHRM encompasses more functions , involves changing perspectives , requires more involvement in the employees ' personal lives , is influenced by more external forces , and generally involves greater risks than domestic HRM (Schuler , 2004 . IHRM staff deals with international taxation , international relocation and orientation provides administrative services for expatriates are responsible for the selection , training , and appraisal of international and local employees and manages the host government relations (Sims , 2002

Domestic HRM personnel must also arrange housing , health care transportation , education , and recreational activities for expatriate and local staff . The headquarters-based HRM personnel have to set EEO policies that meet the legal requirements of both the home country and that of the host country . Domestic HRM personnel may have to deal with government ministers , other political figures , and a greater variety of social and economic interest groups

HRM personnel need to be aware and careful about unfair hiring practices...

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