International Human Resource Management

describes the individual dimension which shows ability to handle communication, relationships and inter-cultural stress. The satisfaction level of an expatriate will be positive if he can deal with political issues, frustration, stress and interaction with hosts and foreigners of different cultures. In international assignments, such type of job satisfaction is generally higher. The organisational dimension comprises of job satisfaction based on job skills and development programs related to career development opportunities and the environmental dimensions deals with the satisfaction of the expatriate with respect to the location of the assignment. Factors like cross- culture, political stability affect this dimension of satisfaction to a great

There is a lot of difference between a domestic human resource management and international human resource management. The IHRM help the employees in a broader way to adapt to a new and different location and environment outside their own country and focuses on activities like relocation and orientation. The support of banking, investment and taxation matters and home rental in the new country during assignment and coordination for home visits is provided by the human resource management. Bigger organisations have their own international human resource management to contribute to globalisation. The international human resource management should be responsive to the political, cultural and legal environment. HR managers of big organisations travel around the world to get aware of employee’s international concerns, programs and policies. Certain code of conduct has been made by the international human resource management to set standards of ethics and legal

Factors influencing the compensation of an expatriate like tax policies, living costs and laws of the country should be considered by the human resource. The need to compensate the expatriate for schooling of children, yearly transportation and cost of housing for the employee and his family members add to the pressure of compensation. Most of the companies are following a balance-sheet approach to equalise the cost differences between assignment in home country and international assignment and provide a compensation package accordingly. However, the international approach to compensation sees the international assignment as a continuous process as the expatriate may have to go to different countries during his assignment. In many cases, the total compensation package offered to an expatriate is much more attractive as compared to a local employee. Adding to this concern are the issues of employee relations in different countries. The human resource management has to evaluate the health safety and security of the employee before assigning an international assignment. The management should thoroughly understand the regulations, laws and labour-management laws before starting their operations in a foreign country. The increase in working of expatriates on international basis, especially in less developed countries, there is a high need of addressing health and safety issues by