International Human

Resource Management
MGUMBA Batch 12 & 14
Common or Unique

Team up - https://www.youtube.com/watch?v=jD8tjhVO1Tc
International vs. Global

https://www.youtube.com/watch?v=9cO1a_kLur8

https://www.youtube.com/watch?v=o08ykAqLOxk
What is HRM

HRM is the management of human resources to work towards achieving

organisational objectives.

https://www.youtube.com/watch?v=RpHX03q_3UI
What is IHRM

International Human resource management is the process of procuring

allocating and effectively utilizing the human resources in a
multinational setting.

https://www.youtube.com/watch?v=kqr8r8r95x0
Licensing
Types of international businesses
When considering strategic entry into an international market, licensing is a low-risk and relatively fast foreign market
entry tactic.
Franchising
Franchising enables organizations a low cost and localized strategy to expanding to international markets, while
offering local entrepreneurs the opportunity to run an established business.
Exporting
Exporting is the practice of shipping goods from the domestic country to a foreign country.
Importing
Imports are the inflow of goods and services into a country's market for consumption.
Contract Manufacturing
In contract manufacturing, a hiring firm makes an agreement with the contract manufacturer to produce and ship the
hiring firm's goods.
Joint Ventures
In a joint venture business model, two or more parties agree to invest time, equity, and effort for the development of a
new shared project.
Outsourcing
Outsourcing business functions to developing foreign countries has become a popular way for companies to reduce
cost.
Offshoring
Offshoring entails a company moving a business process from one country to another.
Multinational Firms
With the advent of improved communication and technology, corporations have been able to expand into multiple
countries.
Direct Investment
FDI is practiced by companies in order to benefit from cheaper labor costs, tax exemptions, and other privileges in that
foreign country.
Countertrade
Global Human Capital Trends 2016

https://www2.deloitte.com/global/en/pages/human-capital/articles/introd
uction-human-capital-trends.html

CEOs and HR leaders are focussed on understanding and creating a

shared culture, designing a work environment that engages people, and
constructing a new model of leadership and career development.
 Organizational design: The rise of teams
Hierarchical organizational models arent just being turned upside down
theyre being deconstructed from the inside out. Businesses are
reinventing themselves to operate as networks of teams to keep pace
with the challenges of a fluid, unpredictable world.

Leadership awakened: Generations, teams, science

Leaders of all ages, genders, and cultures are now poised to take the
reins at organizations around the world. How ready will these future
business leaders be to take charge in an increasingly complex global
marketplace?

Culture: Shape culture, drive strategy

The impact of culture on business is hard to overstate: 82 percent of
respondents to the Global Human Capital Trends 2016 survey believe
that culture is a potential competitive advantage. Today, new tools can
help leaders measure and manage culture towards alignment with
business goals.
 Engagement: Always on
Employee engagement and retention today means understanding an
empowered workforces desire for flexibility, creativity, and purpose.
Under the evolving social contract between employer and employee,
workers become volunteers to be reengagedand re-recruited each day.
Learning: Employees take charge
Corporate learning departments are changing from education providers
to content curators and experience facilitators, developing innovative
platforms that turn employee learning and development into a self-driven
pursuit.
Design thinking: Crafting the employee experience
Design thinking takes aim at the heart of unnecessary workplace
complexity by putting the employee experience firsthelping to improve
productivity by designing solutions that are at once compelling,
enjoyable, and simple.
HR: Growing momentum toward a new mandate
Good news: This years Global Human Capital Trends 2016 survey shows
an improvement in the HR organizations skills, business alignment, and
ability to innovate. But as companies change the way they are organized,
they must embrace the changing role of HR as well.
 People analytics: Gaining speed
The use of analytics in HR is growing, with organizations aggressively
building people analytics teams, buying analytics offerings, and
developing analytics solutions. HR now has the chance to demonstrate
ROI on its analytics efforts, helping to make the case for further
investment.
Digital HR: Revolution, not evolution
A new world for HR technology and design teams is on the horizon.
Mobile and other technologies could allow HR leaders to revolutionize the
employee experience through new digital platforms, apps, and ways of
delivering HR services.
The gig economy: Distraction or disruption?
How can a business manage talent effectively when many, or even most,
of its peopleare not actually its employees? Networks of people who
work without any formal employment agreementas well as the growing
use of machines as talentare reshaping the talent management
equation.
ASSIGNMENT
Background to the assignment
Going global is almost not a choice anymore for companies. With intensifying
competition and globalization, most companies are looking at regional and global
expansion. However, with global expansion comes the challenges of handling a global
work force.

The Task
Select a company, which has plans of going global. Prepare an HR plan for your
company regarding its plans to expand, including major HR functions.

Role and Requirements

Youre a consultant with expertise in the field of International Human Resource
Management. Submit a report to the Managing Director of the chosen firm on how to
manage international human resources, in its global expansion. You must demonstrate
in-depth understanding of your recommendations, as well as practicality.
MAXIMUM word count: 2500.
 ASSIGNMENT
Report Deliverables and format
One page Executive Summary (not included in the word count)
Introduction
Companys global expansions plans in brief
Discuss International Human Resource Management
Trends, challenges, implications to companies, etc.
Discuss the IHRM functions that the company must look into
Recruitment and Selection, Training and Development, Performance Management.
Discuss the recommended approaches for each function
Rationale of implementing the approach insights?
Theoretical background and justification
Implementation plan
Benefits and Limitations of the approach
Conclusion
References/Bibliography