Applying Principles
of Human Resources Management
to the Internationalization Effort of the Firm
How HRM is used for internationalization
I. Job Design
: to identify ideal candidates for the roles that the firm needs
Importance of human resource management for a firm going international
II. Job recruitment and selection
- Recruitment : searching for job candidates
- Selection : deciding who should be employed in particular jobs
- 4 main sections : the job advertisement, the job description, the application form, the interview
IHRM is HR activities, functions and process that concern attracting, advancing and maintaining multinational companies' human resources. So HR activities are required to offer administrative services for expatriates in the foreign country.
Presentation-Outline
How HRM is used for internationalization
III. Performance Management
- Any kinds of tools that the company needs to use in today's business environment to enhance, evaluate, and continuously improve individuals' performance
- Including joint goal-setting, quarterly progress reviews, day-to-day feedback, or employee-development programs
Definition of Internationalization
The process of adjusting organizational operations including resource, structure and strategy to international environment
- Definition of Internationalization
- Importance of human resource management for a firm going international
- How HRM is used for internationalization
- Job design
- Recruitment and Selection
- Performance management
- Training and Development
- Case Studies
- Conclusion
- Recommendation
How HRM is used for internationalization
IV. Training and Development
- Training and development aim to improve employees' current work skills, and to increase employees' abilities in the future
- MNCs have to train to expatriates by providing international training and management development in order to transfer knowledge to counterparts in host-countries
Case Studies
Conclusion
Recommendation
- Focusing on the unstable global environment, the effects of distance of foreign norms, cross-cultural context when going to international
- Creating the new performance management systems that are fit to the host country
- Doing regular re-design job practices in the international market
- Nestle case study (Pollitt 2004), it found that Nestle has enhanced its employees' performances to respond to local needs, has changed working styles to fit with people from different contexts, and has promoted Nestle's culture to be widespread among the organization through training and development programs.
Many companies which operate their business globally have required to create appropriate internationalization strategies together with IHRM. Moreover, to be achieve,
the organization has to adapt parent company's approach and HR strategies with the local context in order to suitable with different cultures and business environment in host-country.
- Budhwar(2012) studied HR practices in MNCs' toward Indian Market. He found that many MNCs' have been successful in adjusting MNCs' global HR policies
- McDonnell, Stanton Burgess research(2011), over 60 Japanese MNCs in Australia are surveyed. It shown that some Japanese HR practices including incentive program were not be delivered because of the distinctness between the culture and the institutional context of Australia and Japan
Unit Code : TMGT402
Submitted by Tanumporn YOKYON Student No: 20157092