MULTICULTURALISM I-HRM

Presented by:Click to edit Master subtitle style Pranaya Mohanty Manoj Phukan Kalpartru Pati Anuj Bansal Vishal

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What is it ???
is an ideology that promotes the

institutionalization of communities containing multiplecultures.

It is generally applied to the

demographic make up of a specific place, usually at the organizational level,

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Revolves around these I-HRM Practices

1. ETHNOCENTRICISM 2. POLYCENTRICISM 3. REGIONCENTRICISM 4. GEOCENTRICISM

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1.0 ETHNOCENTRICISM
In ethnocentricism orientation, the

home countrys culture is sought to be imposed on host countries subsidiaries.

The management simply exports its

HR policies and practices from home office to foreign locations.

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1.1 Recruitment and selection

Home country nationals for key

positions
Host country nationals for lower

management only.

1.2 Training adaptation

Very limited None/no language requirements

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1.3 Management Development

May hurt career. Home standards based on contribution

to corporate bottom line.

1.4 Compensation
Additional pay Attractive perks

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2.0 POLYCENTRICISM
Polycentricism implies that the

multinational corporation seeks to adapt to the local cultural needs of subsidiaries.

Policies which suits the local needs of

the organizations.
Customized offers.
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2.1 Recruitment and Selection

Home country nationals for top

management.
Host country nationals for mid-level

management positions.

2.2 Training Adaptation

limited for home country nationals. Some language training.

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2.3 Management Development

May hurt career of home country

nationals
Host country nationals limited to there

own country.

2.4 Compensation
Special host country compensation rates are fixed. Attractive perks.

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3.0 REGIONCENTRICISM
It operates in the same way as

polycentricism.
But HRM definition differs in case when

it comes to the regions.

Regioncentric has a similar features,

advantages and limitations as the polycentric orientation.

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4.0 GEOCENTRICISM
In this approach subsidiary operations

are managed by the best qualified individuals, regardless too their nationality.
Subsidiaries can choose management

from the host, home or third country without any restriction.

It involves additional cost is its major
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4.1 Recruitment and Selection

Worldwide recruitment Based on best qualified for the position.

4.2 Training Adaption

Continuous cultural adaption at different level.

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4.3 Management Development

International assignment requires global

standardization.
Contribution from bottom

managements.

4.4 Compensation
Similar pay and benefit packages globally with some local adjustments.

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