Essay On International Human Resource Management

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Recommended: Impact of Culture on International Human Resource Management

When it comes to Domestic human resource management it focuses on only one national boundary "United States" while International human resource management focuses on one or more countries. Local employees have different preferences with an international employee and thats why they have separate human resource management treatment.The cost of hourly job is one of the perfrences. United States hourly job rate is higher compared with the international ones. International is more compelex than Domestic human resource management. It examines the way that international organisations manage their human resources across different national contexts. International human resource management requires a careful understanding of the cultural, legal, political, ethical and economic differences among nations and its people. The human resource managers must motivate people from different countries and their influence on international assignments and eunsure they are in compliance with the procedures and regulations that mandated by the government of the host country. Human Resource managers to set affirmative action to provide equal employment opportunity for the workforce and intend to increase employment and skill level of nationals (Dowling, et al., 2008). International human resource management manager face the problem of addressing Human Resource issues with employees belonging them to more than one nationality. This tye of hrm also have to have greater involvement with their employees personal life.International had to deal with more external issues than domestic. There are couple factors that drive standardization of HRM practices: organational context, host-country culture and workplace enviornment, the host-country, mode of o... ... middle of paper ... ...heir responsibilities. The impact of the cultural context for compensation is high on uncertainty avoidance employees tend to rather risk averse and prefer fixed compensation packages or senioritty based pay. Task distribution societies high on collectivism tend to emphasize group work and societies high on individulism rather attribute indiviual responsibiites in work system. Recruitment and selection in societies low on in group collectivism indiviual achievements reresent important selection criteria. The societies high on on group collectivism the emphasis in the recruting process is more on team related skills than on individual compentencies. Training and development in societies high on gender egalitarianism women have the same chances for vertical career advancement as men and in societies low on gender egalitarianism female managers are rare.

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