Page 229 - DMGT545_INTERNATIONAL_BUSINESS

International Business Navneet Kaur, Lovely Professional University

notes unit 12: Basics of international Hrm

contents

Objectives
Introduction
12.1 Basics of International HRM
12.1.1 Characteristics of IHRM
12.1.2 Nature of IHRM
12.1.3 Factors Affecting IHRM

12.2 HRM Functions
12.2.1 Strategic Functions of IHRM
12.3 Staffing Policies (Recruitment and Selection)
12.3.1 Types of Staffing Policy

12.3.2 Comparison of Staffing Approaches
12.3.3 Dependence on Expatriate Managers
12.4 Summary
12.5 Keywords
12.6 Review Questions

12.7 Further Readings

objectives

After studying this unit, you should be able to:

l z Discuss the characteristics and nature of international HRM
l z Describe the factors affecting IHRM, its functions and staffing policies
introduction

In international business, the big challenge is putting the right person into the right job, in the
right place at the right time for the right salary. This challenge is met by the international human
resource management. HRM has an important strategic component for international business
which reduces costs and adds value to the customers.
The need to have highly qualified people to staff the organization cannot be over emphasized.
In this unit, factors affecting International Human Resource Management (IHRM), nature and
structure of IHRM and staffing policy are discussed.

12.1 Basics of international Hrm

International Human Resource Management (IHRM) is much broader in nature and scope in
comparison to HRM.
According to John D. Daniels, “IHRM refers to the range of activities that a global company takes
to staff its organization—determining its human resource needs, hire people to meet these needs,

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