International Human Resource Management

International Human Resource
Management
Page 1 of 17

Table of Contents
Table of Figures ..................................................................................................3
Box A...................................................................................................................4
Determining the approach of international HRM..............................................4
Political and legal factors.................................................................................4
Economic factors.............................................................................................5
Advantages and disadvantages of off-shoring for an MNE:.............................7
Cultural adjustments and importance for IHR manager:..................................7
Difference between domestic HRM and it leads to international HRM............8
Box B...................................................................................................................9
Several factors in selection of employees for expatriate assignment..............9
Use of ethnocentric approach .......................................................................12
Exploration of MNC activities and barriers to convergence...........................12
Perlmutters international staffing model:.......................................................13

Table of Figures
Page 3 of 17

Box A
Determining the approach of international HRM
As per the view of Shen and Jiang, (2015) management of overseas
employees is highly important for the functioning of an internal organization
(Alfes, 2013. ). However, there are a number of factors related to such
functioning that often emerges as challenges in operations of the overseas
organization.
This assignment discusses the role of the Human Resource Department in
maintaining the operations of such overseas organizations (Armstrong, 2011).
Besides, the assignment will also shed bright light on the factors that determines
the functions of the human resource departments in their overseas operations.
The factors determining the activities of international human resource
department:
According to Vijay kumar and et.al., (2016) the most common obstacles
that are found in International Human resource Department are adaption of the
cross-cultural activities, adaption of the differences in styles of management in
different areas or regions along with workforce or organizational values of
different areas (Armstrong, 2014). Such factors are to be discussed in this part of
the assignment. There are various type of approaches related to the international
HRM while selection and recruitment process is in process. Basically there are 3
approaches that related to the IHRM and these are; ethnocentric, polycentric,
geocentric approach affect further processing of IHRM (Alfes, 2013. ).
Political and legal factors
There is existence of variety of nature as well as stability of political
systems in different parts of the world. In some countries like United States, there
are stable political systems (Bloom & Van, 2011).
Kundu, (2015) says that it is easier to have business in certain countries
with the help of international HRM techniques. However, the conditions are not
the same in other developing or underdeveloped countries. As a result the