GLOBAL HUMAN

RESOURCE
DEVELOPMENT

IBS Hyderabad
Saurabh Shekhar
07BS3884
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HR SYSTEMS GO GLOBAL

 Global Human Resource Management refers to

the policies and practices related to managing
people in an internationally oriented

IBS Hyderabad
organization.

 The integrative approach to human resource

management found in global firms is increasingly
called Strategic International Human Resource
Management (SIHRM).

 These systems require strategically oriented HR

managers able to integrate human resource
activities on a global scale. 2
FOREIGN HANDS

Company % of workforce % expected in 3-5

years

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TCS 8.5-9 15-20

Infosys 3 25

Wipro 7-8 20

Satyam 5.2 10

HCl Tech 7-8 n.a

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 THE HR CHALLENGES OF
INTERNATIONAL BUSINESS

 Deployment

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 Easily getting the right skills to where we need them, regardless of
geographic location.
 Knowledge and innovation dissemination
 Spreading state-of-the-art knowledge and practices throughout the
organization regardless of where they originate.
 Identifying and developing talent on a global basis
 Identifying who can function effectively in a global organization
and developing his or her abilities.
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INTER COUNTRY DIFFERENCES
AFFECTING HRM

 Cultural Factors

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 Economic Systems

 Legal and Industrial Relations Factors

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 MANAGERIAL ATTRIBUTES IN EUROPE

 The European style of management differs from U.S. and

Japanese management styles :::

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1. A greater orientation toward people as individuals

2. A higher level of internal negotiations between

superordinates and subordinates

3. Greater skills at managing international diversity

4. An enhanced ability to manage between extremes

like short-run versus long-run goals
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 MANAGERIAL ATTRIBUTES IN ASIA

 In a study of perceptions of good leadership in Asian

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organizations top priority was on honesty, followed by
strategic vision, and recognizing good work in others.

*****Source:(Selvarajah, Duignan, Suppiah, Lane, and Nuttman, 1995)

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THE CONCEPT OF “FIT” IN GLOBAL
HRM
 Internal Fit
concerned with making sure that HRM policies

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facilitate the work values and motivation of
employees.

 External Fit
refers to the degree to which HRM matches the
context in which the organization is operating.

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GLOBAL DIFFERENCES AND SIMILARITIES
IN HR PRACTICES

 Personnel Selection Procedure

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 The Purpose of the Performance Appraisal

 Training and Development Practices

 The Use of Pay Incentives

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 IBS Hyderabad
THANK YOU !

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