In a World of Pay - Case Study

The opportunities to work abroad are more today than they have ever been in the history of mankind. The big planet Earth has become a small global village and sovereign barriers seem to have disappear. While working in a foreign country, some individuals

The HRM policy of a firm is looked as a most important strength which needs to be taken care of all the time to have a competitive advantage within the industry they operating in. Multinational corporations (MNCs) seek to transfer their home-country human resource management (HRM) practices to their overseas subsidiary as to them it is just another approach towards globalisation. It can be an element of success for MNCs if they manage to transfer these HRM practices across their subsidiaries in an effective manner. An effective transition of these policies depends on the organisational, cultural, social and relational factors (Bartlett & Ghoshal 1998; Evans, Pucik & Barsoux 2002; Poedenphant 2002). The transition of these policies

With globalisation and multiculturalism on the rise, one might expect various benefits from overseas placements.

How can global HR professionals prepare global employees for the challenges they will face, and what might global HR professionals do to help deal with cultural challenges faced by people working in new cultures? Discuss specifically what might be done to help counteract separation anxiety, loneliness, homesickness, and other issues that make people feel like strangers in a strange land.

Expatriate staff understands the company’s values. Every company has a cherished value that distinguished its operations from other companies and by recruiting expatriate staff, the company’s value is certainly guaranteed to continue in the foreign

They need to build integration among HR practices and strategies of its auxiliary firms in distinctive region with a specific end goal to accomplish general organizational targets. Then again, these associations additionally guarantee a critical level of adaptability in their IHRM procedure on the grounds that representatives from distinctive nations are sponsored by diverse cultures and social qualities. Adaptability impacts the workers' execution. Due to the strengths of globalization and the associations' interest to create and implement a worldwide methodology, International Human Resource Management (IHRM) is turning into an essential to accomplishment of the organizational. The essential distinction between domestic and global human resource administration is the knowledge and obligations

While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the

Expats need to maintain proper distance and develop satisfied relationship with their local employees. (Patrick Rau et al., 2013)

Human resource management functions in multinational companies are incredibly complicated by the need to adapt policies and procedures related to personnel, to differences between the countries, which is one of the branches. In particular, the countries cultural differences, differences in economic development and legal systems may require an international company adaptation programs of hiring, firing, training and remuneration for

Managing HR in MNC is different from the way the HR is being managed in the country, According to Morgan (1986) there are three factors that differentiate between IHRM and domestic HR: First, the countries of operations such as the -country where a subsidiary may be located, the host-country where the subsidiaries are located, and other countries. Second, the different types of employee, in international environment the HR management have to deal with the host-country nationals (HCNs), expatriates or home-country nationals (PCNs) and third country nationals (TCNs), for example if L’Oreal hired an Indonesian employee in their Indonesian subsidiary the employee is a HCNs, and when manager from L’Oreal Headquarter in France came to work in Indonesian subsidiary the manager is a PCNs, and if L’Oreal employs manager neither from Indonesia nor France to work in their Indonesian subsidiary the manager is TCNs. Third, is the way HR practices (eg. staffing, compensation, training, and etc) are conducted. Although IHR practices seems to have the same activities as domestic HR, in IHR the manager will be dealing with different environment and diversity of employees from different cultural background. Moreover, as mentioned earlier dissimilarities between domestic and international HR management mostly due to profound differences between host and home countries in term of culture,

Therefore, it is in the best interest of the firm to provide the employee with the necessary tools to support his or her reintegration. Furthermore, repatriation programs include the opportunity to discuss the employee’s role once he or she returns. Communicating to the employee the multitude of corporate changes that have taken place in regard to policies, titles, projects, teams and general corporate structure while he or she has been away is an important way to be sure the employee is aware of how they will fit back into their domestic corporate environment. It would be easy to see how an employee might feel that because so many changes have taken place that perhaps a suitable position might not exist for him upon return. Keeping the employee abreast of all changes is an important way to alleviate the stress of returning to his or her home country.

Briscoe D., Schuler R., Tarique I., (2011). Internatonal Human Resource Management : Policies and Practices for Multinational Entreprise.

Some challenges associated with an international assignment include job security, readjustment upon return to the U.S. and adjustment to other cultures.

Expatriation is a complicated and complex process which is influenced by a number of matters, especially the qualification and fit in the subsidiary are mostly influenced by the expatriate him-/herself. However, how well an expatriate adjusts to the foreign environment is often also influenced by how well his/her family, if they are coming with him/her, are able to adapt to the new surroundings. In the following the terms “traditional expatriation” as well as “dual-career couple” also referred to as DCC, will be defined, furthermore a number of differentiating reasons will be mentioned.

Expatriates benefit greatly, in particular, because they are sent out to unknown territory where they are not accustomed to being. These global leaders are notable by their willingness to put their own cultural knowledge