IHRM CH01 The enduring context of IHRM PDF

Chapter 1 Introduction: The enduring context of IHRM Dr.Abdumalek Hazbar Chapter objectives In this introductory chapter, we establish the scope of the textbook. We: ◼ define key terms in international human resource management (IHRM) ◼ outline the differences between domestic an...

Chapter 1 Introduction: The enduring context of IHRM Dr.Abdumalek Hazbar Chapter objectives In this introductory chapter, we establish the scope of the textbook. We: ◼ define key terms in international human resource management (IHRM) ◼ outline the differences between domestic and international human resource management and the variables that moderate these differences (cont.) Chapter objectives (cont.) ◼ discuss trends and challenges in the global work environment and the enduring context in which IHRM functions and activities are conducted – including the way in which forces for change affect the operations of the internationalizing firm and have consequences for the management of people in the multinational context. HAZBAR IHRM 2022 Figure 1-1: Inter-relationships between approaches in the field HAZBAR IHRM 2022 Figure 2-1: A model of IHRM HR activities slide 1 ◼ Human resource planning ◼ Staffing ◼Recruitment ◼Selection ◼Placement ◼ Training and development HR activities slide 2 ◼ Compensation (remuneration) and benefits ◼ Industrial relations What is an expatriate? ◼ An employee who is working and temporarily residing in a foreign country ◼ Some firms prefer to use the term ‘international assignees’ ◼ Expatriates are PCNs from the parent country operations, TCNs transferred to either HQ or another subsidiary, and HCNs transferred into the parent country HAZBAR IHRM 2022 Figure 1-3: International assignments create expatriates HAZBAR IHRM 2022  Definition of International HRM ◼ We define the field of IHRM broadly to cover all issues related to managing the global workforce and its contribution to firm outcomes. Hence, our definition of IHRM covers a wide range of human resource issues facing MNEs in different parts of their organizations. Additionally we include comparative analyses of HRM in different countries. HAZBAR IHRM 2022 Differences between domestic and international HRM ◼ More HR activities ◼ The need for a broader perspective ◼ More involvement in employees’ personal lives ◼ Changes in emphasis as the workforce mix of expatriates and locals varies ◼ Risk exposure ◼ Broader external influences HAZBAR IHRM 2022 Figure 1-4: Variables that moderate differences between domestic and international HRM HAZBAR IHRM 2022 The ‘top ten’ multinationals 1. Rio Tinto (UK/Australia) 2. Thomson Corporation (Canada) 3. ABB (Switzerland) 4. Nestlé (Switzerland) 5. British American Tobacco (UK) 6. Electrolux (Sweden) 7. Interbrew (Belgium) 8. Anglo American (UK) 9. AstraZeneca (UK) 10. Philips Electronics (The Netherlands) UNCTAD Index of Transnationality HAZBAR IHRM 2022 Figure 1-5: Factors influencing the global work environment HAZBAR IHRM 2022 Forces for change ◼ Global competition ◼ Growth in mergers, acquisitions and alliances ◼ Organization restructuring ◼ Advances in technology and telecommunication HAZBAR IHRM 2022 Impacts on multinational management ◼ Need for flexibility ◼ Local responsiveness ◼ Knowledge sharing ◼ Transfer of competence HAZBAR IHRM 2022 Managerial responses ◼ Developing a global mindset ◼ More weighting on informal control mechanisms ◼ Fostering horizontal communication ◼ Using cross-border and virtual teams ◼ Using international assignments HAZBAR IHRM 2022 Chapter summary This chapter has established the scope of this book. We have: ◼ Defined international HRM and the term ‘expatriate’. ◼ Discussed the differences between domestic and international HRM – looking at six factors: more HR activities, the need for a broader perspective, more involvement in employees’ personal lives, changes in emphasis as the workforce mix of expatriates and locals varies, risk exposure and more external influences. (cont.) HAZBAR IHRM 2022 Chapter summary (cont.) ◼ Examined what we have called the enduring context of IHRM. The focus is on the current global work environment, looking at the forces for change that have prompted managerial responses that have implications for the way in which people are being managed in multinationals at the turn of the 21st century. However, we have made a brief comparison with the situation that confronted a 14th- century merchant as a way of drawing out some of the constants in international business. This treatment has enabled us to provide an overview of the field of IHRM and establish how the general environment affects IHRM. The next chapter examines the organizational context where we explore how IHRM activities are determined by, and influence, various internal changes as the firm internationalizes. HAZBAR IHRM 2022