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IHRM

International Human Resource Management (IHRM) involves key activities such as international HR planning, recruitment, and training. Effective IHRM requires assessing current HR capacity, forecasting future needs, and understanding the global talent pool. Additionally, identifying training needs and designing tailored training programs are crucial for equipping employees in diverse cultural and business environments.

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7 views2 pages

IHRM

International Human Resource Management (IHRM) involves key activities such as international HR planning, recruitment, and training. Effective IHRM requires assessing current HR capacity, forecasting future needs, and understanding the global talent pool. Additionally, identifying training needs and designing tailored training programs are crucial for equipping employees in diverse cultural and business environments.

Uploaded by

yussu123
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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INTERNATIONAL HRM ACTIVITIES

The key activities under IHRM, which are crucial for managing a global
workforce efficiently are -

 International HR planning

International HR planning is the foundation of effective IHRM. It involves


forecasting the organization’s future HR needs and developing strategies to
meet those needs. The complexity here arises due to the diverse economic,
cultural, and legal environments across countries.

Assessing current HR capacity

The first step is to evaluate the current HR capacity of the organization. This
includes understanding the skills, qualifications, and experiences of the
existing workforce. It’s essential to identify any gaps that may exist between
the current HR capacity and the future needs of the organization.

Forecasting future HR needs

Next, companies need to forecast their future HR needs. This involves


considering various factors such as business expansion plans, technological
advancements, and changes in the global market. Accurate forecasting helps
in avoiding potential shortages or surpluses of employees.

 International recruitment and selection

Recruiting and selecting employees for international positions is another


critical activity in IHRM. The process is more complex compared to domestic
recruitment due to the need to consider various cultural, legal, and economic
factors.

Understanding the global talent pool

Organizations need to have a thorough understanding of the global talent


pool. This involves researching the availability of skilled workers in different
regions, understanding local labor markets, and identifying potential sources
of talent.
 Training and development

Training and development play a vital role in equipping employees with the
necessary skills and knowledge to perform their roles effectively. In an
international context, this becomes even more critical due to the diverse
cultural and business environments.

Identifying training needs

The first step is to identify the training needs of employees. This involves
understanding the skills required for the job and assessing the current skill
levels of employees. It’s essential to consider both technical skills and soft
skills, such as cultural awareness and communication.

Designing training programs

Once the training needs are identified, organizations need to design effective
training programs. This may include classroom training, online courses,
workshops, and on-the-job training. It’s essential to tailor the training
programs to meet the specific needs of employees and the organization.

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