Ihrm Case Study
Contents
SN Details P Num
1 Introduction: 3
2 Multinational Company: 4
3 Management of IHRM: 6
4 concept of International Human resource: 7
5 Human Resources Development: 7
6 Human Resources Planning: 8
7 Business function: 8
8 International HR Education: 10
9 Human Resource Management Functions: 10
10 Its objectives are: 11
11 Conclusion: 12
12 References: 12 Introduction:
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
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The unit covers topics: an introduction to the major differences between domestic and international HRM; cultural, social and ethical issues for international HRM; the possible linkages between International HRM and business strategy; International HRM planning, policies and procedures; international relations and evaluation of host country environments; international recruitment and selection; international strategic compensation and reward systems; international training and development of employee capabilities; maintaining the employment relationship within international operations. concept of International Human resource:
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 MNC’s manage their geographically
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These four areas and their related functions share the common objective of an adequate number of competent employees with the skills, abilities, knowledge, and experience needed for further organizational goals. Although each human resource function can be assigned to one of the four areas of personnel responsibility, some functions serve a variety of purposes. For example, performance appraisal measures serve to stimulate and guide employee development as well as salary administration purposes. The compensation function facilitates retention of employees and also serves to attract potential employees to the
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