International Human Resource Management UNIT-2.pptx

MANAGING INTERNATIONALASSIGNMENTS
K Shailaja Rao

 Develop Global Managers: This helps in
developing global managers who have an
understanding of the cultural, political,
economic, and legal differences across
different regions.
 Transfer Knowledge and Technology: This
helps in enhancing the efficiency of
operations and improving product and
service quality.
 Enhance Cultural Understanding : This helps
in building relationships and developing trust
with international customers and
stakeholders.

 Build Global Teams: This helps in enhancing
the performance of the organization and
achieving its strategic goals.
 Improve Employee Retention:. This helps in
improving employee retention and reducing
turnover rates.
 In conclusion, International assignments play
a crucial role in IHRM as they help
organizations to develop global managers,
transfer knowledge and technology, enhance
cultural understanding, build global teams,
and improve employee retention.

 Process of analyzing and forecasting an
organization's human resource needs on a
global scale. It involves identifying the
current and future workforce requirements of
an organization, both in terms of numbers
and skills, and developing strategies to meet
those needs.
 Analyzing the organization's global strategy:
Global HR planning begins by analyzing the
organization's global strategy and identifying
the key objectives and goals that need to be
achieved.

 Conducting a global workforce analysis: The next
step involves conducting a detailed analysis of
the organization's workforce across different
regions and countries. This includes analyzing
the current workforce demographics, skills, and
capabilities, as well as identifying any potential
skill gaps or shortages.
 Forecasting future workforce requirements:
Based on the analysis of the current workforce
and the organization's global strategy, the next
step is to forecast the future workforce
requirements.
 Developing global HR strategies: Once the future
workforce requirements have been identified, the
next step is to develop global HR strategies to
meet those requirements.

 Implementing and monitoring global HR
plans: The final step is to implement and
monitor the global HR plans. This involves
putting the strategies into action and
regularly monitoring and evaluating their
effectiveness to ensure they are aligned with
the organization's global objectives.
 In summary, global HR planning is a critical
process in IHRM that helps organizations to
align their workforce needs with their global
objectives

 Staffing policies are an important aspect of
International Human Resource Management
(IHRM). Staffing policy refers to the set of
guidelines and procedures that an
organization uses to determine who to send
overseas, how to select and train them, and
how to compensate them.
 The following are the three main types of
staffing policies in IHRM:

 Ethnocentric Staffing Policy: strong emphasis
on the culture and practices of the parent
company. This staffing policy involves the
transfer of home country employees to
foreign subsidiaries.
 The advantage of this policy is that it ensures
consistency in the company's culture,
practices, and policies across different
locations.
 However, it can create cultural and
communication barriers and may lead to
resistance from local employees.

 Polycentric Staffing Policy: strong emphasis
on the culture and practices of the host
country. This staffing policy involves the
hiring of local employees to manage foreign
subsidiaries.
 The advantage of this policy is that it helps to
overcome cultural and communication
barriers,
 but it can lead to a lack of consistency in the
company's culture, practices, and policies
across different locations.

 Geocentric Staffing Policy: In this policy, the
organization places an emphasis on finding
the best employees for the job, regardless of
their nationality or location.
 This staffing policy involves the transfer of
employees from home or host countries, or
hiring of employees from third countries.
 The primary advantage of this policy is that it
ensures the best people are selected for the
job, regardless of their nationality or location.
 However, it can be expensive, and it may
create issues related to work permits and
visas.

 Regiocentric staffing policy: which involves
the transfer of employees from a particular
region to manage foreign subsidiaries within
the same region.
 The choice of staffing policy should be based
on the organization's global strategy, the
culture and practices of the parent and host
countries, as well as the skills and
competencies required for the job.

 Training and development policies are critical in
(IHRM)
 The following are some key aspects of training
and development policies in IHRM:
 Global Mindset Development: IHRM policies
should include training and development
programs that help employees to develop a
global mindset.
 This involves developing an understanding of
different cultures, values, and norms, and
building the skills needed to work effectively in a
global environment.

 Language Training: IHRM policies should include
language training programs that help employees
to learn the language(s) spoken in the host
country.
 This helps to improve communication and build
relationships with local employees, customers,
and stakeholders.
 Cross-Cultural Training: IHRM policies should
include cross-cultural training programs that
help employees to understand the cultural
differences between the home and host
countries.
 This includes developing an understanding of
business etiquette, communication styles, and
work practices.

 Technical and Functional Training: IHRM
policies should include technical and
functional training programs that help
employees to develop the skills and
knowledge needed to perform their jobs
effectively in a global environment.
 This includes training in areas such as
finance, marketing, operations, and supply
chain management.
 Leadership Development: IHRM policies
should include leadership development
programs that help to develop global leaders.
 This involves building the skills needed to
lead and manage teams across different
cultures and geographies

 Performance Management: IHRM policies should
include performance management programs that
align employee performance with the
organization's global strategy.
 This involves setting clear performance goals
and providing feedback to employees to help
them improve their performance.
 In conclusion, The training and development
programs should be aligned with the
organization's global strategy and should include
a focus on developing a global mindset, language
skills, cross-cultural understanding, technical
and functional skills, leadership skills, and
performance management.

 Performance appraisal policies are critical in
(IHRM) as they help to ensure that employees
are meeting the organization's performance
standards in a global environment.
 The following are some key aspects of
performance appraisal policies in IHRM:

 Clear Performance Goals: Performance appraisal
policies in IHRM should include clear
performance goals that are aligned with the
organization's global strategy.
 The goals that take into account the cultural and
environmental differences between the home and
host countries.
 Performance Evaluation: Performance appraisal
policies in IHRM should include a performance
evaluation process that is fair, objective, and
consistent across different locations.
 Establishing clear performance criteria, providing
feedback to employees, and assessing
performance based on objective measures.

 Cultural Sensitivity: Performance appraisal
policies in IHRM should be culturally sensitive
and take into account the cultural differences
between the home and host countries.
 Understanding the different cultural norms
around performance evaluation, feedback, and
rewards, and adapting the performance appraisal
process accordingly.
 Training and Development: Performance
appraisal policies in IHRM should be linked to
training and development programs that help
employees to improve their performance.
 Providing employees with the skills and
knowledge needed to meet their performance
goals in a global environment.

 Performance Feedback: Performance appraisal
policies in IHRM should include regular performance
feedback to employees.
 Providing feedback that is timely, specific, and
actionable, and that helps employees to understand
how they can improve their performance.
 Performance Rewards: Performance appraisal policies
in IHRM should include performance rewards that are
fair and consistent across different locations.
 Developing a performance reward system that takes
into account the cultural and environmental
differences between the home and host countries.

 Performance appraisal policies are essential in
IHRM as they help to ensure that employees are
meeting the organization's performance
standards in a global environment.
 The performance appraisal process should be
fair, objective, and consistent across different
locations and should take into account the
cultural and environmental differences between
the home and host countries.
 The performance appraisal process should be
linked to training and development programs
that help employees to improve their
performance,
 and should include regular feedback and rewards
that are fair and consistent.

 International labor relations refer to the
management of the relationships between the
organization and its employees in a global
environment.
 In International Human Resource Management
(IHRM), managing labor relations involves
understanding and navigating the legal and
cultural differences that exist in different
countries and regions, as well as developing
strategies to build positive relationships with
employees and labor unions across different
locations.

 Legal and Regulatory Framework:
International labor relations in IHRM involve
compliance with the legal and regulatory
frameworks that exist in different countries
and regions. This involves understanding the
employment laws, labor codes, and other
regulations that apply to the organization's
operations in different locations, and
ensuring that the organization's policies and
practices are in compliance with these
regulations.

 Collective Bargaining: International labor
relations in IHRM involve negotiating with
labor unions and other employee
representatives on issues such as wages,
benefits, and working conditions.
 Understanding the different collective
bargaining systems that exist in different
countries and regions, and developing
effective negotiation strategies that take into
account cultural and legal differences.

 Employee Engagement: International labor
relations in IHRM involve developing
strategies to engage and motivate employees
across different locations.
 Understanding the different cultural and
social factors that influence employee
motivation and engagement, and developing
programs and policies that take these factors
into account.

 Conflict Resolution: International labor
relations in IHRM involve developing effective
conflict resolution strategies that can be used
to address workplace disputes across
different locations.
 Understanding the different cultural and legal
factors that influence conflict resolution, and
developing effective communication and
mediation strategies

 Diversity and Inclusion: International labor
relations in IHRM involve developing
strategies to promote diversity and inclusion
in the workplace across different locations.
 Understanding the different cultural and
social factors that influence diversity and
inclusion, and developing policies and
practices that promote a diverse and inclusive
workplace culture.

 International labor relations are critical in IHRM,
as they involve managing the relationships
between the organization and its employees in a
global environment.
 Managing labor relations in IHRM involves
understanding and navigating the legal and
cultural differences that exist in different
countries and regions,
 Developing effective strategies to engage and
motivate employees, negotiate with labor unions,
resolve workplace conflicts, and promote
diversity and inclusion in the workplace

 Industrial democracy refers to the practice of
involving employees in the decision-making
processes of an organization, particularly in
relation to matters that affect their working
conditions and welfare.
 In the context of International Human
Resource Management (IHRM), industrial
democracy can play an important role in
promoting employee engagement,
motivation, and satisfaction across different
locations.

 Employee Representation: Employee
representation refers to the practice of giving
employees a voice in decision-making
processes.
 In IHRM, this can involve establishing
employee councils, works councils, or other
types of representative bodies that allow
employees to provide input into the decision-
making processes of the organization.

 Industrial democracy in IHRM involves sharing
information with employees on matters that
affect their working conditions and welfare.
 This can include providing information on
the organization's financial performance, its
strategic plans, and any changes to its
policies and practices.

 Industrial democracy in IHRM involves
consulting with employees and their
representatives on matters that affect their
working conditions and welfare, and
negotiating with them to reach agreements
that are mutually beneficial.
 This can include negotiating on issues such
as wages, benefits, and working conditions.
 Consulting with employees on matters such
as health and safety, training and
development, and career advancement.

encouraging employees to participate in the
management of the organization.
 This can include giving employees the
opportunity to participate in decision-making
processes, to take on leadership roles.
 To contribute to the development of the
organization's strategic plans and policies.

involving employees in the performance
management process.
 This can include setting performance goals
collaboratively, providing regular feedback
and coaching, and involving employees in the
development of their performance
improvement plans.

 Industrial democracy can play an important role
in promoting employee engagement, motivation,
and satisfaction in IHRM.
 Implementing industrial democracy in IHRM
involves establishing employee representation,
sharing information with employees, consulting
and negotiating with them, encouraging
participatory management, and involving them in
the performance management process.
 Help to build positive relationships between the
organization and its employees, promote a
culture of trust and openness, and enhance
employee morale and productivity across
different locations.

 Positioning expatriates involves identifying
the right candidates for international
assignments and placing them in positions
that match their skills and experiences.
 The following are some of the key factors that
need to be considered when positioning
expatriates:

 Cultural fit refers to the degree to which the
expatriate is able to adapt to the culture of
the host country.
 This includes understanding the local
customs, values, and social norms, as well as
being able to communicate effectively in the
local language.
 Cultural fit is critical for success in an
international assignment, as it helps the
expatriate to build positive relationships with
local colleagues and customers.

 Language skills are important for effective
communication with local colleagues,
customers, and suppliers.
 Expatriates who are fluent in the local
language are better able to understand and
communicate with their colleagues and
customers.
 More likely to succeed in their international
assignments.

 Technical skills are the specific skills and
knowledge that are required to perform the
job effectively.
 Expatriates need to have the necessary
technical skills to perform the job at the host
location, and to be able to transfer their
knowledge and expertise to local colleagues.

 Cross-cultural competence refers to the
ability to work effectively in a multicultural
environment.
 Expatriates need to be able to understand
and adapt to the cultural differences that
exist between the home country and the host
country, and to be able to work effectively
with colleagues from different cultural
backgrounds.

 Family considerations are important when
positioning expatriates, as the success of the
assignment often depends on the well-being
of the expatriate's family.
 Factors such as the availability of schooling
and healthcare for family members, as well as
the quality of life in the host country, need to
be considered when positioning expatriates.

 Compensation and benefits are important
factors in positioning expatriates, as
international assignments often involve
additional costs and risks.
 Expatriates need to be offered competitive
compensation and benefits packages, as well
as additional support such as housing,
healthcare, and travel expenses

 Safety and security are important factors in
positioning expatriates, as the host country
may have different levels of political and
social stability, as well as different levels of
crime and terrorism.
 Expatriates need to be provided with
adequate security measures and support to
ensure their safety and well-being in the host
country

 Considering these factors, organizations can
ensure that they select the right candidates
for international assignments and position
them in roles that match their skills and
experiences, thereby increasing the likelihood
of success for both the expatriate and the
organization

 Repatriation refers to the process of
reintegrating expatriates back into their
home country after the completion of their
international assignment.
 Repatriation is an important aspect of
(IHRM) and requires careful planning and
consideration of various factors

 Career Development: Repatriation provides an
opportunity for expatriates to develop their
career within the organization.
 Organizations need to provide opportunities
for career growth and development for
returning expatriates.
 To ensure that their skills and experiences
gained during their international assignment
are recognized and utilized.

 Organizations need to consider the
placement of repatriates within the
organization upon their return.
 Repatriates need to be placed in roles that
utilize their skills and experiences gained
during their international assignment, and
that align with their career goals and
aspirations.

 Reverse culture shock refers to the
psychological and emotional effects of
returning to one's home country after an
extended period of time abroad.
 Organizations need to provide support to
repatriates to help them adjust to their home
country and to mitigate the effects of reverse
culture shock.

 Compensation and benefits for repatriates
need to be carefully considered, as they may
have different expectations and requirements
than employees who have not been on an
international assignment.
 Organizations need to ensure that
repatriates are provided with competitive
compensation and benefits packages that
reflect their skills and experiences

 Family considerations are important in
repatriation, as the success of the assignment
often depends on the well-being of the
expatriate's family.
 Organizations need to provide support to
repatriates and their families to help them
adjust to their home country and to mitigate
the effects of reverse culture shock.

 Expatriates often gain valuable knowledge
and expertise during their international
assignment.
 Organizations need to ensure that this
knowledge is transferred back to the home
organization and is utilized for the benefit of
the organization.

 Organizations need to consider retention
strategies for returning expatriates to ensure
that they remain with the organization and
continue to contribute to its success.
 In conclusion, repatriation is an important
aspect of IHRM and requires careful planning
and consideration of various factors

 Expatriation and repatriation are crucial
processes in International Human Resource
Management (IHRM), and organizations need
to develop effective strategies to ensure that
these processes are successful.
 The following are some strategies that can
be used for expatriation and repatriation in
IHRM:

 Organizations need to provide pre-departure
preparation to expatriates to help them
adjust to the new culture and work
environment.
 This preparation should include cultural
training, language training, and information
about the country and its customs.

 The selection of expatriates should be based
on their ability to adapt to new environments,
their technical expertise, and their
intercultural competence.
 Organizations should also consider the
needs of the expatriate's family when
selecting candidates.

 Expatriates should be provided with
competitive compensation and benefits
packages that reflect the differences in the
cost of living and taxation between the home
country and the host country.

 Communication is key to the success of
expatriation and repatriation.
 Organizations need to maintain regular
communication with expatriates to ensure
that they are adjusting well and that their
needs are being met.
 Communication should also be maintained
with the expatriate's family.

 Career Development: Organizations need to
provide expatriates with opportunities for
career development and growth, both during
and after their international assignment.
 Repatriation Planning: Repatriation planning
should begin at the start of the expatriate's
assignment.
 Organizations should consider the needs of
the expatriate and their family when planning
for their return, including job placement and
reintegration into the organization.

 Organizations should provide post-
repatriation support to expatriates to help
them adjust to their home country and to the
organization.
 This support can include career development
opportunities, mentoring, and coaching.
 In conclusion, expatriation and repatriation
are crucial processes in IHRM, and
organizations.

 The legal content of International Human
Resource Management (IHRM) refers to the
laws and regulations that govern the
employment relationship between the
organization and its employees in different
countries.
 As organizations operate in different
countries, they need to comply with different
legal frameworks and regulations that vary
from country to country. Some of the legal
content of IHRM includes:

 Employment Laws: Organizations need to comply
with local employment laws, which include
regulations regarding minimum wage, working
hours, working conditions, employee benefits,
and termination of employment.
 Employment laws also cover issues related to
discrimination, harassment, and workplace
safety.
 Immigration Laws: Organizations need to comply
with immigration laws in different countries when
hiring expatriates or sending employees on
international assignments.
 Immigration laws may require organizations to
obtain work visas, residence permits, or other
documentation for employees working in
different countries.

 Tax Laws: Organizations need to comply with
tax laws in different countries when paying
salaries, benefits, and other compensation to
employees.
 Tax laws also cover issues related to social
security contributions and other payroll
taxes.
 Intellectual Property Laws: Organizations
need to comply with intellectual property laws
in different countries when protecting their
intellectual property rights, including
trademarks, copyrights, and patents.

 Data Protection Laws: Organizations need to
comply with data protection laws in different
countries when collecting, storing, and using
personal data of employees.
 Data protection laws also cover issues related to
privacy, security, and confidentiality of employee
information.
 Labor Relations Laws: Organizations need to
comply with labor relations laws in different
countries when dealing with trade unions,
collective bargaining, and other employee-
related matters.
 Labor relations laws also cover issues related to
employee representation, workplace democracy,
and industrial action.

 Therefore, it is essential for organizations to
have a thorough understanding of the legal
framework in different countries and to take
appropriate measures to ensure compliance.

 International assignments for women have
become increasingly common in recent years
as more and more women are taking on
leadership roles in organizations.
 However, women still face several challenges
when it comes to international assignments,
including cultural differences, family
responsibilities, and gender biases.

 To ensure the success of international
assignments for women, organizations need to
take a proactive approach to address these
challenges. Some of the strategies that
organizations can adopt include:
 Creating an Inclusive Culture: to create a culture
that is inclusive and welcoming to women.
 This includes promoting diversity, equity, and
inclusion, and providing opportunities for women
to advance their careers.
 Offering Family Support: to provide family
support to women who are on international
assignments.
 This includes providing spousal support,
childcare services, and flexible work
arrangements

 Addressing Cultural Differences: to provide
cultural training and support to women who are
on international assignments.
 This includes providing information on local
customs, norms, and values, as well as language
training.
 Addressing Gender Biases: to address gender
biases that may exist in the workplace and in
different countries.
 This includes providing training on unconscious
bias, gender equality, and diversity

 Providing Role Models: Organizations need to
provide role models for women who are on
international assignments.
 This includes identifying women who have
successfully completed international
assignments and providing them with
opportunities to share their experiences and
insights.
 By adopting the strategies mentioned above,
organizations can ensure the success of
international assignments for women and
promote gender equality in the workplace

 Gender Bias: Women may face gender bias in the
workplace and in different countries, which can
affect their ability to succeed in international
assignments.
 This includes biases related to leadership,
cultural differences, and work styles.
 Work-Life Balance: Women may face challenges
in balancing their work and family
responsibilities when on international
assignments.
 This includes finding suitable childcare
arrangements and managing household
responsibilities.

 Safety Concerns: Women may face safety
concerns when traveling to different
countries, especially if they are traveling
alone. This includes concerns related to
crime, harassment, and discrimination.
 Cultural Differences: Women may face
challenges in adapting to different cultures,
especially if the culture is conservative or
patriarchal. This includes dress codes, social
norms, and workplace customs.

 Career Progression: Women may face
challenges in career progression, especially if
international assignments are seen as
essential for career advancement. This
includes balancing the need for international
experience with family responsibilities.
 Language Barriers: Women may face
challenges in communicating effectively in
different languages, which can affect their
ability to work effectively in different
countries.

 Organizations can create an environment that
is inclusive and supportive of women's
success in international assignments.
 THANK YOU

International Human Resource Management UNIT-2.pptx

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