GLOBAL PERSPECTIVE OF IHRM

: Submitted by:
Amritanshu
Akanksha
Abhishek
Arvinder pal
Aman Bhel
Anoop Saini
Introduction
Acc to Morgan:”International H.R.M is the interplay
between 3 Dimensions:
Human Resource Activities.
Types of Employees.
Countries of operation.
Managing people in a changing world

After the progress of globalization, Organizations

has focused on “how the organizations are leading,
developing and engaging their people in this
competitive environment.”
Global Organizations believe that human
Resource management is essential to the
competitiveness of firms.
 Objectives of this study

To investigate how domestic and international

companies conduct HR practices around the world.
To determine the top HR priorities for each
organization type.
To determine the challenges that organizations face
when trying to globalize their HR function and
practices.
To determine what organizations are doing to institute a
consistent corporate culture across all locations/offices.
 Global HR Priorities

The top priority- leadership development identified

by 52 % of international companies.
Second priority -Recruiting high-quality employees

(by 40% international companies).

Third priority -Employee retention(by 33% of

international companies).
 
Consistency of global HR Practices Is necessary
To develop a common corporate culture

To improve both the effectiveness and the efficiency of
the HR function.
To improve the selection practices vary greatly across
locations in international organizations.
Creating a Global Corporate Culture:
Organizations take following actions to create a consistent corporate
culture

Communicate to all locations about a common corporate culture.

Allow local cultures to maintain their identity in the context of the
corporate culture.

Establish common systems (e.g., accounting, marketing, MIS).

Provide management with education outlining how the company does
business.

Create a common organizational mission for all locations.

Create a written strategy outlining the corporate culture.
 
General Challenges for Global HR Functions:
Coordination of activities in many different locations.

Understanding the continual change of the globally

competitive environment.
Building a global awareness in all HR

departments/divisions.
Creating a multicultural HR team.
 

HR Managers should do the following things to ensure success in global environment

Use workforce skills and abilities of home country and host

country in order to exploit environmental opportunities and

neutralize threats.
Training and development extends beyond information and

orientation training to include field experiences that will

enable the manager to understand cultural differences better.
Barriers to effective Global IHRM
Variations

Perception of HR.

Attitude & Actions of headquarters towards HR.

Resistance to change.

Cultural differences in learning & teaching styles.

 Conclusion
When it comes to business, the world is indeed
becoming a smaller place. More and more companies
are operating across geographic and cultural
boundaries. While most have adapted to the global
reality in their operations, in developing the human
resource policies, structures, and services that support
globalization.