IHRM

Amity School of Business

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SEMESTER V

HUMAN RESOURCE MANAGEMENT

(BBAHR-30501)

Ms. Ranjana Sharma


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IHRM

• IHRM is the interplay among the three dimensions-----

HR activitiesHR activities

Types of Types of

employeesemployees

Countries Countries of of operationoperation

IHRMIHRM


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HRPHRP

Recruitment and SelectionRecruitment and Selection

Training and DevelopmentTraining and Development

Performance ManagementPerformance Management

RemunerationRemuneration

RepatriationRepatriation

Employee RelationsEmployee Relations

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Basic steps in IHRMBasic steps in IHRM


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Problems with Expatriation• Selection based on headquarters criteria

rather than assignment needs• Inadequate preparation, training, and

orientation prior to assignment• Alienation or lack of support from

headquarters• Inability to adapt to local culture and

working environment


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Problems with Expatriation

• Problems with spouse and children – poor adaptation, family unhappiness

• Insufficient compensation and financial support

• Poor programs for career support and repatriation


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Selection Criteria for International Assignments

• Organizations examine a number of characteristics to determine whether an individual is sufficiently adaptable.

– Work experiences with cultures other than one’s own

– Previous overseas travel– Knowledge of foreign languages – Recent immigration background or heritage– Ability to integrate with different people,

cultures, and types of business organizations


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Culture Defined

Culture is an integrated system of learned behavior patterns that are characteristic of the members of any given society.


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Acculturation

Acculturation is the process of adjusting and adapting to a specific culture other than one’s own. It is one of the keys to success in international operations.


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Managing country differences

• Management must recognise that there is no right or wrong or good or bad cultures-they are only different.

• Culture is a deep-rooted social phenomenon that continues to differentiate nations.

• People from different cutures

BehaveBehave ThinkThink PerceivePerceiveDifferently.Differently.


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Culture Culture empathyempathy

Appreciate impactAppreciate impactOf culture onOf culture on

Thought patternsThought patterns

IsIs

Impt. Impt. toto

For eg. For eg.

•People in US are People in US are individualistic and are individualistic and are motivated by monetary motivated by monetary rewards, prefer employee rewards, prefer employee initiatives and treat it as a initiatives and treat it as a competency.competency.

•Whereas in Japan, they Whereas in Japan, they prefer collectivism and are prefer collectivism and are motivated by group motivated by group recognition, taking individual recognition, taking individual decisions is regarded as a decisions is regarded as a selfish act and indicates lack selfish act and indicates lack of teamwork.of teamwork.


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• People from India may suffer from home sickness, miss the lifestyle, family bondage, which in turn compels them to quit or return to the home country leading to expat failure.

• Thus, HR should expose expat to cultural differences, counsel, help in quick acclimatization to reduce the impact of culture shock and failure in foreign assignments.


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Managing inter-country differences• Applicants better prepare themselves for

international assignments by carrying out the following three phases:

Phase 1: Focus on self-evaluation and general awareness include the following questions:

Is an international assignment really for me?

Does my spouse and family support the decision to go international?

Collect general information on available jobs


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Phase 2: Conduct a technical skills assessment – Do I have the

technical skills required for the job?

Start learning the language, customs, and etiquette of the region you will be posted

Develop an awareness of the culture and value systems of the geographic area

Inform your superior of your interest in the international assignment

Managing inter-country differences


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Phase 3:

Attend training sessions provided by the company

Confer with colleagues who have had experience in the assigned region

Speak with expatriates and foreign nationals about the assigned country

Visit the host country with your spouse before the formally scheduled departure (if possible)

Managing inter-country differences


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Training Techniques• Area studies, that is, documentary programs about the

country’s geography, economics, sociopolitical history, and so forth

• Culture assimilators, which expose trainees to the kinds of situations they are likely to encounter that are critical to successful interactions

• Language training• Sensitivity training • Field experiences – exposure to people from other

cultures within the trainee’s own country


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Cross-Cultural Training: Culture Shock

• Culture shock is a state of disorientation and anxiety about not knowing how to behave in an unfamiliar culture. The cause of culture shock is the trauma people experience in new and different cultures, where they lose the familiar signs and cues that they had used to interact in daily life and where they must learn to cope with a vast array of new cultural cues and expectations.


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The adjustment phaseThe adjustment phasePerceived Competence

Beginning of Transition Time

1. UnrealityThe feeling that the relocation is a dream

2. FantasiaThe feeling of enchantment and excitement in the new environment

3. InterestA deeper exploration of the environment and a realization that it is fundamentally different from home 5. Experimentation and

Testing of New ApproachesPractice phase – trying to do things differently Feedback of results – success and failure

4. Acceptance of Reality“Letting go” of past comfortable attitudes and realizing you are a stranger in a strange land

6. Search for MeaningUnderstanding reasons for success and failure. New models/personal theories created 7. Integration

of New Skills and Behavior Acceptance of the new environment

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Cross-Cultural Training Programs• Steps in cross-cultural training

programs– Local instructors and a translator observe the pilot

training program or examine written training materials– Educational designer debriefs the observation with the

translator, curriculum writer, and local instructors– The group examines the structure and sequence, ice

breaker, and other materials to be used in the training– The group collectively identifies stories, metaphors,

experiences, and examples in the culture that fit into the new training program

– The educational designer and curriculum writer make necessary changes in training materials


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Cross-Cultural Training Programs• A variety of other approaches can be

used to prepare managers for international assignments including:– Visits to the host country.– Briefings by host-country managers.– In-house management programs.– Training in local negotiation techniques.– Analysis of behavioral practices that have

proven most effective.


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Tips for Making Culture Work for Business Success

• Embrace local culture• Build relationships• Employ locals to gain cultural knowledge• Help employees understand you• Adapt products and practices to local

markets• Coordinate by region

IHRM

Documents

ihrm ihrm

local culture

culture empathy

specific culture

different people

impact of culture shock

t i o n

selection training