NTA NET/JRF Dec'2018 labour welfare code 55 Introduction to IHRM Rate, Review, Comment & Follo ttps://www.unacademy.comluser/barthwal.priyashi
INTRODUCTION TO IHRM HRM refers to those activities undertaken by an organization to utilize its human resource effectively. These activities include: HRP Staffing( Recruitment, Selection & Placement) Performance Management Training & Development *Compensation & Benefits Industrial Relations
A model developed by Morgan presents IHRM on three dimension: 1. The broad HR activities of procurement, allocation & utilization 2. The national or country categories involve in IHRM activities: a) The host country where a subsidiary may be located. b) The home country where the firm is headquartered and c) Other countries that may be the source of labour, finance & other inputs. 3. The three categories of an employees of an international firm d) Host- country nationals(HCNs) e) Parent- Country nationals(PCNs) f) Third- Country nationals( TCNs)
Morgan defines IHRM as the interplay among these three dimension- Human Resource activities, types of employees & countries as domestic HRM. *IHRM deals with a multicultural workforce Procurement: Refers to HR planning & staffing. However, domestic HRM is involved with employees within only one national boundary.
GLOBALIZATION *The process whereby worldwide interconnections in every sphere Forces allows for multiple forms of collaboration without regard to * Globalization is an integration of national economies through * Globalization is the process of interaction & integration between of activity are growing ; shifts are taking place across a range of contexts. geography, time zones, or language trade, investment, capital flow, labour migration & technology. people, companies, & government worldwide Globalization has grown due to advances in transportation & communication technology.
AL ENVIRONMENT THAT INFLUENCE GLOBAL HRM Global Technology Global Economics *Global Politics & Legalities *Globalization & Culture Organizational Integration
Global HRM leaders must respond to external forces by integrating: People Process Structure To shape organizational outcomes.
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