IILM INSTITUTE FOR HIGHER EDUCATION GURGAON

Synopsis Of Human Resource Management

Topic of synopsis-Managing Human Resources in Multinational Organization.

Submitted to Arindam Saha

Submitted by By group-4

Groups Members Hitesh Agrawal Saurabh Sharma Sachin Jain Balram Vijayvergia Amit Vijayvergia Ramanjot Singh Nitesh Bhardwaj

Topics to be covered Title Introduction Objectives Review of literature Problems and Research Question

Research Design

Title
Managing Human Resources in Multinational Organizations.

Introduction
International Human Resource Management (IHRM) is the process of procuring, allocating, and effectively utilizing human resources in a multinational corporation. If the MNC is simply exporting its products, with only a few small sales offices in foreign locations, then the task of the international HR manager is relatively simple. However, in global firms, human resource managers must achieve to somewhat conflicting strategic objectives. First, they must integrate human resource policies and practices across a number of subsidiaries in different countries so that overall corporate objectives can be achieved at the same time, the approach to HRM must be sufficiently flexible to allow for significant differences in the types of HR policies and practices that are most effective in different business and cultural settings. International Human Resource management is distinct from domestic human resource management because of its broader perspective, greater scope of activities, and higher level of risk. Multinational corporations may take any one of a number of different approaches to HRM, with the approach depending on political issues and legal regulations; the level of managerial, educational, and technological development in the host country; technology and the nature of product; the stage of the organizations life cycle; and differences between the home and host cultures.

Objectives
Understand the impact of cultural differences on organization. Recruitment and selection policies of MNCs

Review of literature
Topic: - Managing Human Resources in Multinational Organizations from book Human Resource Management written by Cynthia D. fisher, Lyle F. Schoenfeldt, James B. Shaw. Points to be covered in above topic: What is IHRM? Managing human resources in a Foreign Subsidiary. IHRM: The view from headquarters. Expatriate managers. Training expatriates. Appraising the performance of Expatriate. Reentry. Paying expatriates. IHRM: Adding value in the global business environment?

What is IHRM? It is the process of procuring, allocating and effectively utilizing human resources in a multinational corporation. Managing HR in a Foreign Subsidiary Culture not only influences an MNCs overall approach to IHRM. But also plays critical roll in determining the activities of HR managers with in foreign subsidiaries. In fact, culture has a potential impact on every HR function. IHRM: The view from headquarters Vladimir Pucik and Tania Saba have defined an expatriate manager as an executive who is able to assume a leadership position fulfilling international assignment across countries and cultures. Expatriate managers Before examining the various aspects of effectively managing expatriates, to issues must be addressed. The first is what is an expatriate assignment? The second is why is it so important to manage expatriates effectively? Training Expatriates To convenient ways to categorize the varied approach to training expatriates are by the content of the program and by the specific techniques used in the content category, some programs focus primarily on the job or organization, where as others concentrate on aspects of the culture in the foreign location.

Appraising the performance of the expatriates Along with the problems common to the development of any appraisal method, there are significant environmental and task factors that affects how MNCs appraise expatriate performance in foreign subsidiaries. Paying expatriates Most expatriates compensation plans are designed to achieve for major objectives; (1) attract employees who are qualified and interesting in international assignment, (2) facilitate the movement of expatriates from one subsidiary to another, from home to subsidiaries, and form subsidiaries the home, (3) provide a consistent and reasonable relationship between the pay levels of employees at headquarters, domestic affiliates, and foreign subsidiaries, and (4) be cost effective by reducing unnecessary expenses. Expatriate Reentry One aspects of HQ-based HR managers job that often gets overlooked is the task of effectively repatriating employees after their foreign assignments. IHRM: Adding Value in the global business environment In above discussion of this topic we have provided ideas about how to assess whether HRM activities and value to organization, either why measuring the dollar cost and benefits of those activities or by assessing other non financial inputs and outcomes.

Problems and Research Question

What is the impact of cultural differences on organization? What are the different recruitment and selection policies in MNCs?

Research Design Sampling information Sample size Sampling design Area of survey : 15 : random sampling : Standard Chartered financial Ltd. New Delhi

Instrument:-

QUESTIONNAIRE 1- Do you find any culture differences in the organization? 2- Do you think that culture differences hamper the performances of an organization? 3- Do you think that there are any differences in working environment of MNCs? 4- Do you think that a manager have a cosmopolitan perspective. 5- Do you feel any difficulties in adapting MNCs culture? 6- Do manager consider business principles and values while recruiting and selecting? 7- Do you feel proud to be associated with MNCs? 8- Do you think that employee from each culture participates in business related activities. 910-