H.L.Centre for Professional Education

1. H.L.Centre for Professional Education Module – V: International Human Resource Management

2. Introduction to International Human Resource Management • Brief history of P & A function and then emergence of HRM. • 1st HR dept. set up in L & T company in 1975 under the guidance of Dr.T. V. Rao and Prof. Udai Pareek. • Today is the time for SHRM and IHRM. • Brief on what is IHRM.

3. Introduction to International Human Resource Management • Definition and concept of HR • Dr. Rao: HR consists of 3C’s namely • (a) Competencies • (b) Commitment • (c) Culture • Understanding of all 3C’s and linkage with HR functions. • Practical examples from industry.

4. Introduction to International Human Resource Management • Issues in International HRM • Selecting the right person for the right job • Employee and Family adjustment • Culture, Communication and Language adjustments • Legal Compliances • Discussion on current issues like ‘death of an employee at Seimens, Banglore during a pastry eating competition’

5. International HR Activities and HR Planning(5.12.08) • Edwin Flippo: Human Resource Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organization and social objectives are accomplished. • Peter Dowling: IHRM is the interplay among the three dimensions: • HR activities • Types of employees • Countries of Operation

6. International HR Activities and HR Planning • The three broad activities of IHRM, namely procurement, allocation and utilizing cover the following six activities • HR planning • Recruitment and Selection • Remuneration Package • Performance Management • Training and Development • Industrial Relations

7. Human Resource Planning • Geisler: “HRP is the process including forecasting, developing , implementing and controlling – by which a firm ensures that it has the right number of people and right kind people, at the right place, at the right time, doing things for which they are economically most suitable.” • HRP is the process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number. • Importance of HRP • Defining future personnel need • Part of strategic planning • Providing base for developing talents • International strategies

8. Human Resource Planning • Increasing investment in human resources • Forcing management to involve in HRM • Factors affecting HRP • Type and strategy of organisation • Organisational growth cycles and planning • Environment uncertainities • Time horizons • Type and quality of forecasting information • Nature of jobs being filled • Off-loading the work

9. Human Resource Planning • HRP includes four aspects(process): • Forecasting manpower needs • Developing appropriate policies/ prog. for meeting these needs • Implementing these policies/ prog. • Controlling these programmes • Different techniques used for forecasting manpower needs : • Managerial judgement method • Delphi technique • Work study technique • Ratio trend analysis • Statistical and mathematical models

10. TRAINING AND DEVELOPMENT • Flippo: Training is the act of increasing the knowledge and skills of an employee for doing a particular job. • Training can be defined as “Planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitudes(KSA) and social behaviour of employees. • Some of the biggest complaints against expatriates revolves around personal shortcoming like politeness, punctuality, sensitivity etc.

11. TRAINING AND DEVELOPMENT • Training vs Development • Training: Non managers, Motor skills, Technical-mechanical operations, short term, on the job • Development: Managers, Knowledge-conceptual and attitudinal, Theoretical-conceptual ideas, Long term, in the class

12. TRAINING AND DEVELOPMENT • Objectives of training: • For new recruits(Pre departure training programmes) • For existing employees • Technological Upgradation • Succession planning • Objectives of training: • Ongoing • Proactive • Problem Solving • Specialized Critical equipment training • Vendor provided training

13. TRAINING AND DEVELOPMENT • Types of Training • Induction and Orientation • Job Instruction • Refreshers • Apprenticeship • Vestibule

14. TRAINING AND DEVELOPMENT • The Training Process • Training needs assessment • Programme design • Critical preview of programme planning • Validation • Conducting the progamme • Evaluation and follow up • Reaction • Learnings • Behaviour • Results

15. TRAINING AND DEVELOPMENT • Training Methodologies • Apprenticeships • Career Counselling • Coaching • Professional development • Courses • Distance learning • Summer training • Job Assignments • Job rotations

16. TRAINING AND DEVELOPMENT • Training Methodologies • Lectures/ Presentations • Development Programmes • Mentoring • On line training • On the job training • Tutorials • Television • Workshops • University and college programmes

17. Performance Appraisal • It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development. • Objectives of Performance • Developmental uses • Administrative uses • Organizational maintenance/objectives • Documentation purposes

18. Performance Appraisal • Appraisal process • Objectives of PA • Establish job expectations • Design an appraisal programme • Performance interview • Use appraisal data for appropriate purposes

19. Performance Appraisal • Past oriented methods • Future oriented methods • Rating scale • Forced choice method • Forced distribution method • Critical incidents mehtod • Behaviorally anchored rating scale • Field review method • Performance tests and observations • Confidential records • Essay method

20. Performance Appraisal 10. Cost accounting method 11. Comparative evaluation approaches 12. Ranking method 13. Paired comparison method 14. MBO 15. Psychological appraisals 16. Assessment centres 17. 360 degree feedback