International HRM: Recruitment, Training & HRIS

International HRM

Table of Contents
 Introduction
 Critical Analysis
Recruitment & Selection for Global business
International Training & Development
Human Resources Information System in International Business
 Conclusion
 References

INTRODUCTION
 International Human Resource Management is defined as human resource practices that
organizations manages at international level. IHRM performs all basic functions of recruitment,
selection, compensation, training & development, etc.
 It is more complex and complicated because managing people across national boundaries is a
difficult task than on domestic level.
 The present report will critically analyse the importance of human resource management practices.
Further, it will discuss three most important HR practices for an international business.
 In addition to this, study will also discuss benefits and drawbacks of HR practices along with its
issues.

Recruitment & Selection for Global business
While recruiting employees on global level, HR has function globally by co-ordinating
various systems and having complete knowledge about local environment.
For that, companies are looking for best talent across the world and requires competent and
diverse team to work together.

Contd.
Approaches to recruitment
Ethnocentric Approach
Polycentric Approach
Geocentric Approach

Contd.
Advantages
Easy
communicat
ion
Transfer
employees
easily
Proper
alignment
of interest
Advantages & Disadvantages of Ethnocentric Approach
Disadvantages
Imposes
risks of
cultural
norms
Very
expensive
Create
resentment
in foreign
countries
and thereby
losing
morale.