V Presented

to:- V Presented
by:-
MRS. RASHMI AMIT JOSHI
BHATIA PRAGATI MATHUR
(FACULTY OF HR) PRIYANKA
CHAUDHARY
RAHUL SINGH
SWATI GUPTA
 International HRM (IHRM) is the process of:
procuring, allocating, and effectively utilizing human
resources in a multinational corporation, while balancing
the integration and differentiation of HR activities in
foreign locations.

HRM refers to those activities undertaken by an

organization to effectively utilize its human resources.
These activities would include at least the following:
· Human resource planning
· Staffing
· Performance management
· Training and development
· Compensation and Benefits
· Labor relations
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V Deployment
V Knowledge and innovation dissemination
V Talent identification and development
V Barriers to women in IHRM
V International ethics
V Roles of religion
V Language
V Different HR practices
V Different political climate
V Different stage(s) of technological advancement
V Social organizations
V Expatriation and repatriation

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V Work Permit, or Visa
Government document granting a foreign individual the
right to seek employment.
V Guest Workers
Foreign workers invited to perform needed labor.
V Apprenticeships
Vocational training programs in skilled trades.
V Transnational Teams
Teams composed of members of multiple nationalities
working on projects that span multiple countries.





   

, which can address:
V Major cultural differences
V Foreign expectations regarding polite
behavior
V Foreign expectations regarding business
behavior. How to avoid feeling insulted
when
no insult is made
V Video and role-play approaches to
training delivery are critical for cross-
cultural training. Essential training
program content to prepare employees
for working internationally:
Language training
Cultural training
Assessing and tracking career development
Managing personal and family life
Repatriation
V Culture shock
Perpetual stress experienced by people who
settle overseas




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V Expatriates, or Home-country Nationals
V Host-country Nationals
V Third-country Nationals


V International Differences in Unions
The level at which bargaining takes place (national,
industry, or workplace)
The degree of centralization of union-management
relations
The scope of bargaining (parties and issues)
The degree to which government intervenes
The degree of unionization and union strength.


 



 



 






 




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‡ Indian manager knows more than an

V Labor-contract expatriate manager could learn in years
on the job
system: two-way ‡ Avoids extra costs associated with
selection relocating expatriates
‡ Reluctance of many Western managers
V Western recruitment to live in India
‡ Ensures continuity of management as
methods HCNs are likely to stay longer in the
position
‡ Creates higher morale among HCNs due
to a perceived career path
‡ E-recruitment
‡ Succession planning
‡ Employee referrals
V Newspaper advertisements are used to
brand the company to potential
applicants.

V Newspaper advertisements will specify

age and gender requirements.

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V Political V Cultural dimensions of

considerations collectivism and power distance
V Tool used for make objective appraisals a
determining bonus challenge.
and wages Ú Supervisors and subordinates
V Weaken old practices develop close relationships.
of egalitarianism and Ú Organizational loyalty is as
abolish the iron rice important as work performance.
bowl Ú Employee promotions are
frequently based on seniority.
V Annual performance appraisals.
V Supervisors provide performance
ratings that are frequently
inflated due to personal
relationships.

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V In addition to a base salary, compensation includes: House

rent allowance (HRA*),Medical allowance, Dearness allowance
(DA*),Leave travel allowance (LTA*), Commuter allowance.

V Retirement age: 55-60 years (private sector);.60

V Diversified wage years (public sector).

packages V Retirement Benefits: Employees receive two

lump-sum payments when they retire:
V Bonuses tied to Provident Fund (similar to 401(k))
individual g Typical contributions: 10-12 percent of
base salary (employer and employee).
performance g Payable on retirement, voluntary
separation, death.
Gratuity
g Only employer contributes (15 days
salary per year of service).
g Tax-exempt for employees.
g Payable on retirement, voluntary
separation, death
V Several categories of leave (vacation) exist:
Sick leave: 7 days (medical certificate required).
Casual leave: 7 days (for personal and family
emergencies, requires prior permission of boss).
Employees can take maximum 2 days at a time
Annual leave: 3 weeks (after one year of
employment).
Federal holidays: About 20 days.

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