International Human Resource Management Notes
Subject Overview
The third HRM group elective, covering the concept and difference between domestic and international HRM, staffing and training for global operations, performance and compensation management for international employees, and knowledge transfer and industrial relations in multinational contexts. A 4-credit elective theory paper.
Subject at a glance
4
Units
28
Topics
4
Credits
4
Infographics
Unit-wise Syllabus
4 units — open any unit for detailed topic-wise notes, diagrams and important exam questions
- Difference between domestic and international HRM
- moderating variables
- approaches to staffing
- transferring staff internationally
- role of expatriates and non-expatriates
- recruiting and selection for international assignments
- dual career couples
- role of women in international management
Workforce
One country
Parent, host and third-country nationals
Activities
Standard HR
Plus relocation, tax, visas, culture
Risk
Lower
Higher: political, expatriate failure
Involvement in employees' lives
Limited
Greater: family, housing, schooling
Study guide
This unit covers the differences between domestic and international HRM, staffing approaches, international transfers, expatriate and non-expatriate roles and recruitment. Compare staffing approaches.
- Repatriation process and individual reactions
- designing repatriation programs
- expatriate training
- staffing and training for global operations
- dynamics of cross-cultural leadership
- managing multicultural teams
- 1Preparation
Plan the return role
- 2Physical relocation
- 3Transition
Housing, schooling
- 4Readjustment
Reverse culture shock
- 5Retention
Use international experience
Study guide
You study repatriation, repatriation programmes, expatriate training, global staffing and training, cross-cultural leadership and multicultural teams. Understand why repatriation is hard.
- Multinational performance management
- performance appraisal of international employees
- concept and objectives of international compensation
- key components and approaches to international compensation programs
Going rate (host-based)
Local market rates plus allowances
Simple; unequal pay across postings
Balance sheet (home-based)
Keep home purchasing power
Fair; costly to administer
Global pay
Common global grades
Consistent; may not fit local markets
Study guide
You study multinational performance management, appraisal of international employees and international compensation concepts, components and approaches. Compare compensation approaches.
- Organizational knowledge significance
- tacit and explicit knowledge
- transfer of knowledge within and across MNCs
- key issues in international industrial relations
- trade union responses to multinationals
- regional integration (EU)
- HRM practices in Japan
- UK
- US
- India and China
Nature
In people's heads, experience
Written, codified
Transfer by
Mentoring, expatriates, teams
Manuals, databases
Example
How to negotiate with local officials
Standard operating procedures
Study guide
You study knowledge in organisations, tacit and explicit knowledge, transfer within MNCs, international industrial relations, union responses to multinationals and regional integration. Explain tacit versus explicit knowledge.
Why International Human Resource Management Matters
Global companies need managers who can staff, develop and reward people across countries, a skill in demand in multinational firms.
How to Prepare for International Human Resource Management
- Study expatriate assignment failures.
- Learn staffing approaches with examples.
- Read about cross-border compensation.
International Human Resource Management: Frequently Asked Questions
What is repatriation?
Repatriation is the return of an expatriate employee to their home country after an international assignment.