...CONCEPT OF HUMAN RESOURCE MANAGEMENT a. INTERNATIONAL HUMAN RESOURCE MANAGEMENT b. INTERCULTURAL WORKING c. INTERNATIONAL ASSIGNMNET 3 THE CONCEPT OF INTERNATIONAL MANAGER, ITS ROLES/FUNCTION AND CONTRIBUTION 4 THE CAPABILITIES AND QUALITIES OF INTERNATIONAL MANAGERS 5 THE CONCEPT OF EXPATRIATION 6 CHALLENGES FACED BY INTERNATONAL MANAGERS ON INTERNATIONAL ASSIGNMENT 7 CONCLUSION AND RECOMMENDATIONS, REFERENCES 1. INTRODUCTION In this time of globalization, the concept of international human resource management has come to be an important aspect for human resource manager in multinationals, in order to have a worldwide vision of managing their expatriates effectively outside their PCN/HCN. The aim of this report is to analyse the statement which says that Effective international managers were said to be those who were flexible, open-minded, adaptable, speaking in foreign languages, and making friends with those of many nationalities (Smith, 1992:46). The report also provides necessary conclusion and recommendation which international managers are to adopt to ensure that employees works more effectively. There are differences between countries yet expatriates are effective in there works because of the role of international manager to see that the expat are successful. This analysis will be done looking at the different roles and attributes of international managers, the concept of expatriation, challenges faced by...
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...How International Business Affected HRM Terry Conry Human Resource Management 12 August 2014 How International Business Affected HRM Introduction Changing trends within globalization, technology, and e-business has caused for diversity to have an impactful effect on each & every aspect of business involving human resource management. Furthermore, there has been the enhancing demand for organizational flexibility. Human resource management has been very challenging within international regard. This has been the discipline, which trusts totally on the people, and its behavior has been decided through shared values. As values change from one generation to the next, from one country to another, and from one culture to the next, rules of human resource management have been regularly altered ("Going Global: Managing the HR Function across Countries and Cultures.," 2009). The effect of globalization combined with internationalization within increasingly competitive business arenas is required to be evaluated. This particular paper will give insight to how human resource management fits in along with contributes towards companies international business strategy, as well as discussing important factors that influence international human resource management with regards to globalization. • How has the growth in international business affected human resource management? A major outcome to internationalization...
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...com/locate/emj International human resource management challenges in Canadian development INGOs Sharon L. OÕSullivan * Telfer School of Management, University of Ottawa, 55 Laurier ave East, Ottawa, ON, Canada, K1N 6N5 KEYWORDS International human resource management; International non-governmental organization; International development; Northern NGOs; Canada; Capacity building Summary Over $100 million of Canadian overseas development assistance (ODA) is channeled through international non-governmental organizations (INGOs) (CIDA, 2006). Although INGOs appear to be successful at circumventing many challenges in international development (Sachs, 2007), empirical research attesting to their international human resource management (IHRM) challenges is sparse, particularly in regard to secular, Northern INGOs. This paper responds by investigating the IHRM challenges facing Canadian INGOs as they implement ODA-funded projects in the field, and by exploring how such challenges may vary in different types of INGOs. The methodology involved semistructured interviews with 31 managers in three different Canadian development INGOs. Practical and theoretical implications are discussed. ª 2010 Elsevier Ltd. All rights reserved. Introduction The term INGO refers to ‘‘international non-governmental organization’’ (Roberts et al., 2005). Such organizations exist for diverse socioeconomic reasons, focusing on global environmental concerns (e.g., Greenpeace), on global human rights concerns...
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...Challenges of Human Resource Management in Borderless world AUTHORS Parag A. Narkhede Lecturer Dr. Seema P. Joshi Reader & Head Department of Management Studies North Maharashtra University, Jalgaon (MS) India Office: P.O. Box No. 80, Umavinagar, Jalgaon 425001 Tel: 0257-2258415 (Direct), 0257-2258428 to 38 ext- 461,462 Fax: 0257-2239345, 2258403 Mobile: 09422778876, 9890002496 E-mail - paragnarkhede@yahoo.com, manonya_jal@dataone.in Challenges of Human Resource Management in Borderless world Abstract The responsibilities of HR manager have gradually become broader and more strategic since the organisation realised the importance of HR. The Globalisation put together the world as a Global village. The concept of global village resulted in exchange of cultures across the globe as a single country, producing the components in one country, assembling the products in second country, market the product in the third country, the banks in the fourth country to finance the operations, insurance companies in the fifth country to provide insurance facilities, all the countries provide human resources and so on so forth. Thus, the global businesses employ the people from various countries and manage the people of multi-cultures and multi-skills. Issues coming on the radar of an HR Manager today are diverse; from micro level issues where an individual employee needs hand holding to the macro issues pertaining to a global workforce and virtual teams. HR managers are expected...
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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...Course Outline: Human Resource Management Human capital has emerged as the key differentiator in the organizations’ bid to gain a sustainable competitive advantage over their competitors. This is true more in the context of globalized world economy. Indian industry is also experiencing the globalization phenomenon and the challenge to manage its human resources is more pertinent than anytime before. This course is aimed at managers, not necessarily the human resource managers, working in the globalized context. It intends to expose the participants to the fundamental human resource management functions, and also introduce them to some of the challenges managers face in managing human resources in the global context. Pedagogy There will be a mix of lecture based delivery and discussions built around relevant cases highlighting the concepts in focus. Though the online distance mode puts some constraint on the discussions, it should be the endeavor of all participants to make the sessions as lively as the technology permits. Total online contact hours will be 9 spread over three sessions. Reading Material The reading material for a session including chapters from reference book and cases will be sent before every session. Course Contents Broadly the course will cover the following topics. However instructor keeps the discretion to modify it a bit here and there as and when need arise. Session 1 Human Resource Management System, Context and Challenge. Readings: Reference...
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...Is culture really all that International Human Resource Manager is about? * Introduction * Diversity Management * IHRM & Culture issue * Conclusion * References Introduction People have always been the driving force of business and management. This force is a challenge and if not addressed with the right skills, it will develop into disturbing elements that are very dangerous for the management of the company. The challenges of global talent selection and mobility of labor, established by a career concept that transcends national borders and organizational groups and the emergence of virtual collaboration on international projects requires companies to develop new skills in their employees to be effective in the complexity of today's contexts. The workforces are people, and as we are human, we are all different from various points of view. This paper aims to answer the question: “Is culture really all that International Human Resource Manager is about?” I’ve analyzed the differences between HRM and IHRM based on the concept of diversity, characteristics that influence both topics but in a different way. After this, the next stop is to define IHRM and the concept of culture to reach the conclusion that managing cultural differences in an international team is the major challenge to IHRM. Due to the movement of employees between foreign subsidiaries and headquarters and between foreign locales, HRM professionals are likely to...
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...ASSIGNMENT HR Policies and Practices [Name of Writer] [Name of Institution] HR Policies and Practices Introduction Managers in the twenty-first century are being challenged to operate in a complex, interdependent, and dynamic global environment. Due to globalization, the international dimension of management has become a major challenge to countries, institutions and people. International management is becoming more important within the academic setting. International management is a process of developing strategies, designing and operating systems, and working with people around the world to ensure sustained competitive advantage. This essay identifies the challenges of operating in different national cultures for international managers by using Hofstede’s theory. In addition, the essay explains international skills and knowledge’s required by managers to be successful in different countries (Brewster 2001 .Pp. 99-119). Discussion Human resource management is in the selection of policy and techniques related to human resource management agency (Adler 1997 pp.39-59). Taken together, these techniques and preferences are messages to employees, managers and interested persons abroad about the value of the agency placed on human resources (Mathis 2000 Pp. 66-76). Unfortunately, international managers have had to adopt sensible policies in the field of organization for fixing the responsibility and cost control. First, employers continue to place...
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...INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 1, ISSUE 6, JULY 2012 ISSN 2277-8616 The Emerging Challenges in HRM Mrs. Ekta Srivastava, Dr. Nisha Agarwal Abstract This paper analysis the various challenges which are emerging in the field of HRM.The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques Objective of paper To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario Methodology – The analysis of this paper is totally depend upon secondary data like journal, books and various website from internet Introduction HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee...
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...International Journal of Business and Management December, 2008 An Analysis of Business Challenges Faced by Foreign Multinationals Operating the Chinese Market Jianlian Wu International Management, University of Nottingham Ningbo 315100, China E-Mail: zlixcwj1@nottingham.edu.cn, qqnamei@163.com Abstract China’s rapid economic growth has presented numerous opportunities and challenges for foreign firms there. Many large corporations have established a China centre to coordinate and control their operations in the country. As firms have increased their presence in China, their concerns are increasingly focused on implementing successful management practices and strategies. This article describes the challenges and difficulties that multinational companies faced in Chinese market. It analyses roles played by the human resource function in these China, culture differences, social environment and other factors. Keywords: Challenge, Multinationals, Chinese market 1. Introduction Over the last few decades, the process of globalization has created unprecedented opportunities for global business investment and trade. Many multinational companies are attempting to expand their business international by many entry strategies such as joint venture and subsidiary. While China, with over 1.3 billion population and 9.6 million square kilometers (China Popin, 2008) has become a valuable land for foreign multinational companies. They try to enter the Chinese market by using many...
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...International Journal of Business and Management December, 2008 An Analysis of Business Challenges Faced by Foreign Multinationals Operating the Chinese Market Jianlian Wu International Management, University of Nottingham Ningbo 315100, China E-Mail: zlixcwj1@nottingham.edu.cn, qqnamei@163.com Abstract China’s rapid economic growth has presented numerous opportunities and challenges for foreign firms there. Many large corporations have established a China centre to coordinate and control their operations in the country. As firms have increased their presence in China, their concerns are increasingly focused on implementing successful management practices and strategies. This article describes the challenges and difficulties that multinational companies faced in Chinese market. It analyses roles played by the human resource function in these China, culture differences, social environment and other factors. Keywords: Challenge, Multinationals, Chinese market 1. Introduction Over the last few decades, the process of globalization has created unprecedented opportunities for global business investment and trade. Many multinational companies are attempting to expand their business international by many entry strategies such as joint venture and subsidiary. While China, with over 1.3 billion population and 9.6 million square kilometers (China Popin, 2008) has become a valuable land for foreign multinational companies. They try to enter the Chinese market by using many...
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...competition between companies, low cost, demand, faster services and they also represent the main factors that had contributed in the success of Globalization. It has a positive side when all rules and regulations are being observed and a negative side when there is exploitation, contraband, low labor, maltreatment, political and cultural differences etc. That said I have been chosen to hire a new manager for the Scandinavian division and also to explain the process. It could be a long process for Management to find that person and know how to retain them at the same. In the following few lines I will demonstrate the most important skills and qualifications that a candidate must possess to be approved for an overseas assignments, the danger of doing business abroad and how to transmit the message to HR manager as well as the senior leadership team. Application of HR in the Global Environment What is Globalization and why is it being done by many companies globally? As describe from Wikipedia “The term Globalization (or globalization) refers to processed of international integration arising from the interchange of world view, product, idea, and other aspect of culture” (Wikipedia, 2006). Consumers are becoming very demanding and competition is not helping either, therefore, a business to quickly to provide her service or product at anytime, anywhere and anything. Because of technology consumers have become very educated and also everyone wants to buy and save as much...
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...under the name of Broadview to make this split more successful in terms of providing customers with the products and service they have come to expect from Tyco-ADT. Tyco-ADT has numerous human resources challenges that they are now currently facing and will continue to deal with in the future. The fist being of those challenges deals with the current split in to three companies. Human Resource managers have to work effectively with directors and managers to place people in equally balanced work teams as to ensure that the duties are being met and that the teams put together have a vast range of diversity as to not single out any one group of people (Matthews, 1998). They will also need to handle the stress of employees due to the uncertainty of what will happen with the new team members, and how that plays into the stability of their careers (Matthews, 1998). Tyco ADT human resources managers, especially during the split are task with handling the mass influx of uncertainty of who will be working with what company, job security and out placement or out sourcing of certain positions. They will also deal with the uncertainty of how those roles would change if moved to a different company of project than what they are currently working on. A final challenge that Tyco-ADT human resource managers have to overcome...
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... M7X00595 HUMAN RESOURCE MANAGEMENT Raspberry Pi Foundation Table of Contents INTRODUCTION 3 MANAGING AN INCREASINGLY DIVERSE AND INTERNATIONAL WORKFORCE 4 DIVERSITY MENTORING PROGRAM 4 International Regulations 4 Advocate a diverse workforce 5 Cultural awareness training program 5 THE NEED FOR ‘CONTINUOUS IMPROVEMENT’ IN THE COMPANY 6 Communication 6 Cross Training 7 Feedback 8 Celebrate people's successes 8 THE EMPLOYEE DEMAND FOR IMPROVED REWARDS AND ‘WORK-LIFE BALANCE’ 9 Employee assistance programs 9 Provide a paid day off for birthdays 10 Provide incentives 10 A Four-Day Work Week 10 Working from Home 11 THE MAIN CHALLENGES TO BE FACED, HOW HR NEEDS TO RESPOND TO THESE CHANGES OVER THE NEXT 5-10 YEARS. 11 Retaining and Rewarding Talented employees 11 Managing work-life balance 12 Managing change and cultural transformation 12 CONCLUSION 13 REFERENCES 14 INTRODUCTION “The Raspberry Pi Foundation is a registered educational charity (registration number 1129409) based in the UK. The Foundation’s...
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...one of the largest traders of foreign currency and is clearly at the center of the transfer of ideas and the cross fertilization of cultures. those countries suffering from trade imbalances due to high imports frequently look to tourism and hospitality to close the gap. The main challenge to the hospitality industry relates to the human resources issue and also Shortages of skilled employees at all hierarchical levels including management have been reported throughout the hotel industry in many areas of the world. One reason may also be a lack of effectiveness in the way the hotel industry plans and implements training, thus leading to a failure to develop existing employees to master the skills needed today and tomorrow. The hospitality sector needs a lot of well-trained employees and managers.. According to the International Hotel and Restaurant Association (IHRA), the greatest challenge facing the hospitality industry today in the area of human resources is the investment in and delivery of training (International Hotel and Restaurant Association, White Paper 2003). At its heart, the hospitality industry plays an important part physically in bringing people together in a global community International Hospitality Business: Management and Operations will introduce hospitality...
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