Challenges of domestic versus international HRM Specific examples of retail HRM in China and elsewhere — link to specific entry strategies, challenges of bridging cultures, management issues, legal and regulatory matters, etc. Approaches to International HRM: Strategies, structures, and evolution over time Various approaches to organizing the IHRM practice e.
Possible travel expenses for new hire or recruiter Possible relocation expenses for new hire Additional bookkeeping, payroll, kand so forth Additional record keeping for government agencies Increased unemployment insurance costs Costs related to lack of productivity while new employee gets up to speed Because it is so expensive to hire, it is important to do it right.
Many organizations perform phone interviews first so they can further narrow the field. The HR manager is generally responsible for setting up the interviews and determining the interview schedule for a particular candidate.
Usually, the more senior the position is, the longer the interview process takes, even up to eight weeks. After the interviews are conducted, there may be reference checks, background checks, or testing that will need to be performed before an offer is made to Ihrm matching model new employee.
HR managers are generally responsible for this aspect. Once the applicant has met all criteria, the HR manager will offer the selected person the position. At this point, salary, benefits, and vacation time may be negotiated. Compensation is the next step in HR management.
Determine Compensation What you decide to pay people is much more difficult than it seems. This issue is covered in greater detail in Chapter 6 "Compensation and Benefits".
Pay systems must be developed that motivate employees and embody fairness to everyone working at the organization. However, organizations cannot offer every benefit and perk because budgets always have constraints.
Even governmental agencies need to be concerned with compensation as part of their HR plan. For example, inIllinois State University gave salary increases of 3 percent to all faculty, despite state budget cuts in other areas.
They reasoned that the pay increase was needed because of the competitive nature of hiring and retaining faculty and staff. Compensation should be high enough to motivate current employees and attract new ones but not so high that it breaks the budget. First, as we have already discussed, the organization life cycle can determine the pay strategy for the organization.
The supply and demand of those skills in the market, economy, region, or area in which the business is located is a determining factor in compensation strategy. For example, a company operating in Seattle may pay higher for the same job than their division in Missoula, Montana, because the cost of living is higher in Seattle.
The HR manager is always researching to ensure the pay is fair and at market value. In Chapter 6 "Compensation and Benefits"we get into greater detail about the variety of pay systems, perks, and bonuses that can be offered.
For many organizations, training is a perk. Employees can develop their skills while getting paid for it. Training is the next step in the HR planning process. Develop Training Once we have planned our staffing, recruited people, selected employees, and then compensated them, we want to make sure our new employees are successful.
Training is covered in more detail in Chapter 8. One way we can ensure success is by training our employees in three main areas: Every company does things a bit differently, and by understanding the corporate culture, the employee will be set up for success.
Usually this type of training is performed at an orientation, when an employee is first hired. Topics might include how to request time off, dress codes, and processes. Skills needed for the job.
If you work for a retail store, your employees need to know how to use the register. If you have sales staff, they need to have product knowledge to do the job. If your company uses particular software, training is needed in this area. These are non-job-specific skills your employees need not only to do their jobs but also to make them all-around successful employees.
Skills needed include communication skills and interviewing potential employees. Perform a Performance Appraisal The last thing an HR manager should plan is the performance appraisal. While we discuss performance appraisals in greater detail in Chapter 11 "Employee Assessment"it is definitely worth a mention here, since it is part of the strategic plan.
A performance appraisal A method by which job performance is measured. The performance appraisal can be called many different things, such as the following: Employee appraisal review Career development review No matter what the name, these appraisals can be very beneficial in motivating and rewarding employees.Introduction In the ’s, the birth of a new concept called ‘Human Resource Management’ was born.
This trend comes after an intense period of Taylorisation, Fordism and now, McDonaldisation. Introduction to IHRM Definition, The drivers of internationalization of business. The different Development of IHRM.
Difference between IHRM and Domestic HRM. Models of IHRM-Matching model, Harvard Model, Contextual Model, 5P Model European Model. SHRM: Evolution of MNE‘s, Business International Human Resource Management 14MBAHR Model for strategic implementation of IHRM Resource-based theory of the firm A company¶s business success: Shaped by its success in using its key resources.
IHRM practice can draw on three resources for competitive advantage and business success. No. 1 Contents Introduction: Definition, Approaches to HRM, Difference between IHRM and Domestic HRM, Reasons for the emergence of IHRM, Models of IHRM, Matching Model, Harward Model, Contextual Model, Pedagogical Tools Lecture, Presentation Presentatio n Assignments / additional work Student Lerning Evaluation Technique.
STRATEGIC HUMAN RESOURCE MANAGEMENT Human Resource Management The concept of human resource management (HRM) has attracted a lot of organizational strategy (hence the name 'matching model'). They further explained that there is a human resource cycle (an .
Module 1 ` Definition, reasons for going global, Approaches to IHRM, Difference between IHRM and Domestic HRM, Reasons for emergence of IHRM, Models of IHRMMatching model, Harvard Model, Contextual Model, 5P Model European Model, Models of SHRM in Multinational Companies, Internationalization of HRM: Socio-cultural context, Organizational dynamics and IHRM 5/5(3).