International and Comparative Human Resources Management: A Case Study of Yeong-jin Lee's Expatriate Assignment in India

International and comparative Human Resources
Management
SHR081-6
Individual Case study
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Execute summary
While HRM is accountable for the quality of employee management, IHRM handles these
responsibilities as well as others, such as the management of human resources operations in
multinational corporations, the management of expatriate employees, and the HR policies and
practices in different countries or regions. With IHRM the ability of expatriates to detect and
comprehend the variability of local market circumstances in other regions broadens their
marketing viewpoint. In addition, they gain the interpersonal and leadership abilities
necessary to manage or work with ethnic teams. The essay analyses the case study of Yeong-
jin Lee who offered a promotion in the form of an expatriate assignment as a senior
operations manager in the company’s Indian office.
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Table of contents
1 Introduction.........................................................................................................................4
2 Case study analysis.............................................................................................................5
2.1 Critically discuss the challenges South Korean expatriates face in
India 5
2.2 Critically review how MNCs can try to ensure successful selection, training,
adjustment and completion of expatriate assignments in the Indian context.........................8
2.3 Selection......................................................................................................................9
2.4 Training.....................................................................................................................10
2.5 Preparation.................................................................................................................12
2.6 Completion................................................................................................................12
3 Conclusion........................................................................................................................13
4 Recommendations.............................................................................................................13
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1 Introduction
International Human Resource Management (IHRM) is the systematic management of people
in global and international organizations (Reiche, Harzing, and Tenzer, 2018). The success of
IHRM is contingent on human capability. Companies whose operations are limited to the
local market encounter no outside competition as their corporate operating environment, the
worldwide environment. A national business system describes their operating environment.
Moreover, it consists of a network of ties between government, capital, and labor. In addition
to its economic nature, it features political-institutional and legal characteristics. In modern
times, international barriers have dissolved, and multinational corporations have become
indispensable for economic growth.
Researchers must comprehend how HR practices evolve across countries. While embracing
international selection practices given to multinational organizations a number of
impediments attributed to legal constraints neglecting the traditions and cultural values of a
nation may result in system failure .This is why a global corporation exists must comprehend
the kind of recruiting and selection techniques are effective in the nation where it seeks to
expand to get in. In order to businesses to succeed in an increasingly competitive market, they
must have skilled global managers with skills that distinguish the company's strategic
decisions. International human resource management plays a vital part in global company.
Selecting a suitable candidate for a job helps to a company's success, however hiring the
incorrect candidate might result in failure and unanticipated expenses. The success of
expatriates in their overseas assignments is even more crucial given that they are among the
most costly workers. If the selection and training procedure is inadequate, time, resources,
and money are wasted. This report examines the critical evaluation of variables that moderate
the differences between domestic and international HRM with an example from the
Multinational Company with the use of case study “From South Korea to South Delhi”.
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