INTERNATIONAL

HUMAN
RESOURCE
MANAGEMENT
•PRESENTED BY
AASHNA
KHANNA
200947
•TO
•SUMAN MA’AM
 INTRODUCTION
IHRM is nothing just the HRM at
International level. Due to increased
globalization and easy mobility and
communications between countries,
companies operate at international level.
Major task for organizations which operate
across international boundaries is to
manage the dissimilar stresses of the drive
for integration and differentiation. In
broader sense, International human
resource management process has same
activities as in Domestic HRM such as
planning and staffing however domestic
HRM is operated in one nation And IHRM
activities are involved in different countries. 
 INTERNATIONAL HUMAN
RESOURCE MANAGEMENT
MEANING:-
•IHRM can be defined as set of activities aimed
managing organizational human resources at
international levels to achieve organizational
objectives and achieve competitive advantage over
competitors at national and international level.

•IHRM includes typical HRM functions like

recruitment, selection, training and development,
performance appraisal and dismissal done at
international level and additional activities such as
global skills management, expatriate management
and so on.
DEFINITION:-

According to Boxall,“ International human resource

management is concerned with the human resource
problems of multinational firms in foreign
subsidiaries with the unfolding of HR issues that are
associated with the various stages of the
internationalization process.”
 TYPES OF EMPLOYEES

MNCs can be staffed using three

different sources:-
a) Home Country or Parent Country
Nationals (PCNs)
b) Host Country Nationals (HCNs)
c) Third Country Nationals (TCNs)
 OBJECTIVES OF IHRM

To develop To manage To raise

managerial the performance
skills employees standards

To get more To develop HR

and more strategies
opportunities

To reduce
cultural
differences
 DIFFERENCE BETWEEN
DOMESTIC HRM
•Address a narrow range of HRM
activities.
•HR issues relate to employees
belonging to single nationality.
INTERNATIONAL HRM
•Address a broad range of HRM
activities.
•HR belonging issues relate to
employees belonging to more than
one nationality.

•Limited involvement of HR manager •Greater involvement of HR manager

in the personal life of employees. in the personal life of employees.

•Limited risks in domestic assignments. •Greater exposure to risks in

international assignments.

•Limited external factors to deal with. •Has to manage several external

government regulations of foreign
country.
IMPORTANCE OF INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT
Emphasis on Core Competency.

Reorganization

Competition for Human Resources

Technological Changes

Need for Workforce Empowerment

 CHALLENGES IN INTERNATIONAL HUMAN
RESOURCE MANAGEMENT

•Different labor laws

•Different political climate
•Different stage(s) of technological advancement
•Different values and attitudes e.g. time,
achievement, risk taking
•Roles of religion e.g. sacred objects, prayer, taboos,
holidays etc.
•Educational level attained
•Social organizations e.g. social institutions, authority
structures, interest groups, status systems.
 REFERENCES
•E-PG Paathshala
•Mbaknol.com