‘7C’s of International HRM
In 1994, Torrington came up with the ‘7C’s to define International Human Resource Management. These were-
- Culture
- Cosmopolitan
- Competence
- Consultancy
- Coordination
- Compensation
- Communication
Simply put, the ‘7C’s characterise the nature of International HRM and help differentiate it from general Human Resource Management.
Cultural differences form the background of International HRM making it mandatory that this cosmopolitan quality is dealt with by maintaining good communication between all departments of an organization worldwide. What helps is good expertise in devising methods to co-ordinate working of different parts of the business.This involves developing a wide range of competences as employees work across boundaries and may differ at all levels-not just politically or culturally- but also as there may be expatriates who relocate after a long time interval & face adjustment problems on repatriation or there are people involved in high level co-ordination who are constantly on the move. Good consulting mechanisms and due attention given to special requirements for pay & benefits help smooth flow of management across borders.
