Global Human Resource Devrlopment

Saurabh Shekhar 1

07BS3884

IBS Hyderabad

GLOBAL HUMAN RESOURCE DEVELOPMENT

HR SYSTEMS GO GLOBAL 

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IBS Hyderabad

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Global Human Resource Management refers to the policies and practices related to managing people in an internationally oriented organization.

The integrative approach to human resource management found in global firms is increasingly called Strategic International Human Resource Management (SIHRM). These systems require strategically oriented HR managers able to integrate human resource activities on a global scale.

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FOREIGN HANDS

% of workforce

% expected in 3-5 years

TCS

8.5-9

15-20

Infosys

3

25

Wipro

7-8

20

Satyam

5.2

10

HCl Tech

7-8

n.a

IBS Hyderabad

Company

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THE HR CHALLENGES OF INTERNATIONAL BUSINESS Deployment 

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Easily getting the right skills to where we need them, regardless of geographic location.

Knowledge and innovation dissemination 

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Spreading state-of-the-art knowledge and practices throughout the organization regardless of where they originate.

Identifying and developing talent on a global basis 

Identifying who can function effectively in a global organization and developing his or her abilities. 4

INTER COUNTRY DIFFERENCES AFFECTING HRM Cultural Factors

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Economic Systems

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Legal and Industrial Relations Factors

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MANAGERIAL ATTRIBUTES IN EUROPE 

The European style of management differs from U.S. and Japanese management styles ::: IBS Hyderabad

1. A greater orientation toward people as individuals

2. A higher level of internal negotiations between superordinates and subordinates

3. Greater skills at managing international diversity 4. An enhanced ability to manage between extremes like short-run versus long-run goals 6

MANAGERIAL ATTRIBUTES IN ASIA In a study of perceptions of good leadership in Asian organizations top priority was on honesty, followed by strategic vision, and recognizing good work in others.

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*****Source:(Selvarajah, Duignan, Suppiah, Lane, and Nuttman, 1995)

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THE CONCEPT OF “FIT” IN GLOBAL HRM 

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Internal Fit concerned with making sure that HRM policies facilitate the work values and motivation of employees.

External Fit refers to the degree to which HRM matches the context in which the organization is operating.

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GLOBAL DIFFERENCES AND SIMILARITIES IN HR PRACTICES Personnel Selection Procedure

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The Purpose of the Performance Appraisal

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Training and Development Practices

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The Use of Pay Incentives

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THANK YOU !

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