int hrm
Page 1: Introduction
International HRM by Dr. Gemma McCarthy, Maynooth University, National University of Ireland, Maynooth.
Page 2: Objectives
Understand the reasons for globalising.
Understand the implications of global integration and local differentiation.
Comprehend advantages, disadvantages, and barriers to standardising HR practices internationally.
Familiarity with factors that influence expatriate adjustment.
Page 3: International HRM Overview
Definition: International Human Resource Management (IHRM) involves the effective management of human resources in a multinational context.
Importance of IHRM in businesses operating globally.
Challenges offered by global products and remote working affecting globalization of talent (Schuler et al., 2002).
Page 4: Globalisation & HRM
Global talent pool: organizations seek the best candidates worldwide.
The role of IHRM in aligning HR strategies with global business objectives.
Emphasis on fair and competitive global compensation strategies regarding employment contracts, hours, and rights across countries.
Page 5: Offshoring & Outsourcing
Offshoring: Moving business operations to another country to cut costs and tap into available talent while retaining ownership.
Outsourcing: Assigning business functions to other organizations that are not core to the business to achieve cost efficiency.
Page 6: Cultural Considerations
Culture: A mix of shared values, beliefs, norms, and practices that impact workplace behavior and decision-making.
Geographic diversification considerations:
Local laws and norms.
Talent supply and “Brain Drain.”
Page 7: Cultural Dimensions (Hofstede's Framework)
Individualism vs. Collectivism: Defines self-individuality vs group loyalty (Examples: USA vs China).
Power Distance: Hierarchy and power distribution (Examples: High - Guatemala; Low - Denmark).
Uncertainty Avoidance: Comfort with uncertainty (Examples: High - Greece; Low - Singapore).
Masculinity vs. Femininity: Value competition vs quality of life (Examples: Masculine - Japan; Feminine - Netherlands).
Page 8: Personal Data Regulations
Importance of General Data Protection Regulation (GDPR).
Concepts like “Right to be forgotten” and consent for data retention relevant to staffing and customer data.
Page 9: Standardising vs Local Differentiation of HR Practices
Global Integration: Centralized control and standardized HR practices for consistency and efficiency.
Local Differentiation: Adapting HR policies to regional contexts, ensuring cultural relevance and legal compliance.
Page 10: Advantages of Standardizing HR Practices Internationally
Competitive advantage through operational efficiencies and consistency.
Improved organizational alignment and talent mobility.
Page 11: Disadvantages of Standardizing HR Practices Internationally
Legal challenges and limited flexibility.
Cultural myopia and potential reduction in local legitimacy.
Page 12: Barriers to Standardizing HR Practices Internationally
Cultural differences impacting HR norms.
Management buy-in challenges due to localized needs.
Technological obstacles in implementation.
Page 13: Barriers to Standardizing HR Practices - Continued
Labour law differences: Complexity in complying with varying employment laws across countries.
Civil regulations affecting employee relocation and mobility.
Page 14: Expatriates
Definition: Employees assigned by their parent company to work in a foreign country long-term (Bossard & Peterson, 2005).
Page 15: International Assignment Cycle
Key processes: Recruitment & selection, expatriation preparation, and repatriation.
Page 16: The Importance of a Global Mindset
Essential for expatriate success: cultural awareness, engagement, and adaptability.
Page 17: Expatriate Adjustment
Factors affecting adjustment include cultural, work-related, and personal adjustments.
Page 18: Culture Shock
Definition: Distress caused by losing familiar social cues in a new environment (Selmer, 2005).
Causes include intercultural communication failures and required behavioral adaptations.
Page 19: Stages of Culture Shock (Kalervo Oberg, 1954)
Honeymoon Period: Initial excitement.
Uncertainty and Doubt: Realization of differences.
Acceptance Period: Gradual adaptation.
Adaptation Period: Full adjustment.
Page 20: Factors Affecting Expatriate Adjustment
Host support, organizational support, family dynamics, and networks play critical roles.
Page 21: Support Mechanisms
Host and organizational support: impact on cultural integration and logistical assistance for expatriates.
Page 22: Family Support
Crucial for expatriate adjustment - includes spousal support and family language fluency.
Page 23: Preparing Expatriates
Organizations should provide cross-cultural training, relocation assistance, and fair compensation packages, considering safety and well-being.
Page 24: Next Week's Lectures
Topics include Exam Structure and the Future of HRM.