Human resource management is concerned with the managing people in the organization. organization need people and people need organization. It focuses on management of human energies and competencies or capabilities to include the productivity. It is an important function of management involving all the managerial, personnel by including operational activities like selection, development, motivation and maintenance. It's an activities of an organization to carry out for the use of its human resources effectively. The management of human resource is one of the key element in the management and co-ordination of work and people in any orgainzation.
International human resource management refers to a management function through which global managers acquire, develop, motivate and maintain an effective team of human resources who come from the different back groups. International human resource management is characterized by diversity of many sorts.
The successful management and improvement of human resources is very challenging work in any organization. As the pace of the technological change increments and associations build up a greater international focus, the management and development of individuals with a specific end goal to adjust to these changing conditions turns out to be always imperative.
International human resource management aims to enable students to progress in any career linked with the management and development of people. The major issue in international human resource management is described below.
1) Staffing policy: Staffing policy is concerned with the selecting employees who have the knowledge, abilities, skills and attitude required for performing praticular jobs. In the international business context, staffing policy can be a tool for developing and promoting multinational companies corporate image. It is those activities that directed at recruiting, selecting and placement of the employees. Human resource manager should must choose the right staffing arrangement approach in view of the necessities of the organization. Effectively addressing the various types of human resource management issues and deciding on the most suitable staffing policy approach leads to success in human reource management in the international business.
Developing staffing policies
Ethnocentric staffing approach: Ethnocentric staffing policies is to fill management positions with the home country nationals when staffing employees for multinational companies. This approach believes that principles and practices of home country is superior than the other countries.
Polycentric staffing approach: Polycentric staffing approach is to use host country nationals to manage the local subsidiaries. This approach believes that the staffing policy adopts the realities of the host country.
Regio-centric staffing approach: Regio-centric staffing approach is to hire nationals from countries of the home country region for filling up management positions of the multinational companies.
Geocentric staffing approach: Geocentric staffing approach is the process of hiring right employees. Right employees should be employed from all over the world.
2) Diversity management: Diversity management means managing the employees from the different caste, ethnic groups, language etc. In international business, labors come from the different socio-cultural, educational, political and racial back groups.
Dimensions of diversity management
Methods for managing diversity management
Labor relations is basically tripartite relations of works, employers and government. It is involving in the interreaction between labor relation and collective bargaining.The key issue in international labor relations is the degree to which organizrd labor cash limit the choices of an international business.
Management issues in labor relation
Preparing empoyees for repatriation
Repatriation is the act of returning home from a foreign assignment after completing foreign assignment. Human resource managers must also address the issue of repatriation. Repatriation happens when the worker needs to come back to the home country, usually to continue working for the company. Repatriation also happens when the expatriate worker retires. These issues have significant effects on the perspectives and performance of expatriate workers and local workers, and the effectiveness of human resource management in staffing.