INTERNATIONAL BUSINESS

International Human Resource Management Chapter Review

SUBMITTED TO: PROF.KAMRAN AMJED
SUBMITTED BY: SAIRA IJAZ
International Human Resource Management
In this chapter we discuss about :
Human resource management.
International human resource management.
Basic human resource management functions.
Appreciate the various labour and unnion relations around the world.
Expatriates and how international human resource management applies to expatriates.
Growth of women expatriates.
The process of hiring, firing and developing employees therefore they become more valuable
and profitablr for the organization.
The basic purpose of the human resource management is:
o Effective utilization of the emploees.
o Good relationship among the all employees of the organization (top level to lower level).
o Maximum the individual development.
When this process applied to the intenational setting HRM become the international human
resource management.
IHRM is the process of allocating and effectively utilization of employees in a multinational
corporation.
Basic functions of IHRM
Recruitment:this is very important function. Select right person for right place.
Selection: the process by which company select people which is suitable for the vacant position
in the organization.selection is the similer to the recruitment.
Training ang development: such type of function that gives employees the skills and
knowledge to perform their jobs with effectively. And update the employees about new
technology according to the time..
Performance appraisal: is the function to monitor the employees work to ensure that it is
acceptable levels.
Compensation is the function to providing monetary value to employee in exchange for worked
performed. Such ac bonuses and benifits like retirementcontributions.
Labour and union relationships: Labour relationships shows the relationship between the
company and their employees. Labour relations vary country to country. Couse of two factors , cultural
and historical factors. Level of unions regionallevel and the local level . union membership density refer
to the porations of the employees which is belong to the union of country.but the labour still has
important influences on company operations.
Expatriates:
MNCs have the several type of employees in the multinational corporations but thy rely on the
expatriate employees which is come from the different gepgrafical area where there is work. This is
belong just the management staff not yhe labours.different expatriates . some expatriate employee who
come from the parent firms is called the home country nationals. Second who is not abelong from
home nor host countries are called thired country nationals. Thired which is belong to the host country
is called the host country nationals.
Cost of expatriates: when provid additional incentives and benefits to the expatriates complete the
assignment of the corporation.
Expatriates failure: when the expatriates befits provided to the home country insted the international
assignment is over.cluture shock; stress that is caused by being in a new and foreign environment
Expatriates success: in this way emphasis on the selection and recruitment process couse of the
success. Emotional intelligence refer to the employee well aware of oneself , undestand the
other emotions and manage the situation.Repatriation problem:when employee come back
home country reconnecting their old job.reverse
The future; Women expatriates: :Mostly MNCs refer to the female expatriates becouse female
is adjust in the foreign culture and provided the oppertunites both genders. Female percentage is
2 to 15 % of all expatriates positions.
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