Functions of International Human Resource Management

5313 WordsDec 7, 200822 Pages
FUNCTIONS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT Paolo Carlucci Atanas Atanasov Aneta Cholevová Content FUNCTIONS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT 1 THE INTERNATIONALIZATION OF BUSINESS 2 The Growth of International Business 2 HR and the International Business Challenge 3 How Intercountry Differences Affect HRM 4 IMPROVING INTERNATIONAL ASSIGNMENTS THROUGH SELECTION 5 Why International Assignments Fail 5 International Staffing: Sources of Managers 5 International Staffing Policy 6 Selecting International Managers 7 TRAINING AND MAINTAINING INTERNATIONAL EMPLOYEES 8 Orienting and Training Employees for International Assignments 8 International Compensation 8 Performance Appraisal of…show more content…
The complex and differentiated tapestry oflabor laws and rules from country to country and provisions for reassimilating the expatriate when he or she returns home are some of the other issues you'll have to address. How Intercountry Differences Affect HRM To a large extent, companies operating only with in the borders of the United States have the luxury dealing with a relatively limited set of economic, cultural, and legal variables. While the different states and municipalities certainly have their own laws affecting HRM, a basic federal law framework also helps produce a fairly predictable set of legal guidelines regarding matters such as employment discrimination, labor relations, and safety and health. A company operating multiple units abroad is generally not blessed with such relative homogeneity. For example, minimum legally mandated holidays may range from none in the United Kingdom to 5 weeks per year in Luxembourg. And while there are no formal requirements for employee participation in Italy, employee representaives on boards of directors are required in Denmark for companies with more than 30 employees. The point is that the management of the HR function in multinational companies is complicated enormously by the need to adapt personnel policies and procedures to the differences among countries in which each subsidiary is based. The following are some intercountry differences that demand such adaptation. CULTURAL FACTORS
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