Archive for the International Human Resource Management Category
Convergence & Divergence of International HR Policies
One situation which global corporations often face is the extent to which their policies should 'converge' i.e. be more or less the same in every location, or 'diverge' i.e. be different according to local requirements. Usually it is easier for organizations to have convergent policies or a uni
Types of Global Governance
Organizational forms are no longer traditional i.e. centered geographically, management dominated or one-size-fits-all. Global competition has changed and polarized the organization types to such that lay emphasis on local commercial partnering wherein regional customer service is important while
Challenges to International HRM
Considering how the work processes as well as people management & development has to be dealt with not only within an organization but also outside it, outside the country and with all possible types of people, International Human Resource Management could be posed with challenges more often t
‘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 i
Introduction to International HRM
The world has become more competitive than ever. Organizations now need to manage globally as if it were one vast market. Operations are being internationalized by overseas expansions, joint ventures, strategic partnerships as well as mergers & aquisitions. Hence, it becomes imperative to have g
