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International Human Resource Management

Global HR Management, International Recruitment, Training Process, Employment Opportunity, Employee Grievances Handling
Instructor:
Lahiru Nuwan Kumara
1,017 students enrolled
English [CC]
• Factors Affecting Global HR Management
• Hofstede's Cultural Dimensions Theory
• Approaches to International Recruitment
• The ADDIE Five Step Training Process
• Training in International Management
• Lewin's Leadership Styles
• The Big Five Personality Traits
• Myers Briggs Type Indicator
• Employee Assistance Program
• Equal Employment Opportunity
• Employee Grievance & Redressal

What is International Human Resource Management?

International HRM is a term encompassing all the HR practices involved in managing a global workforce. International HR professionals are responsible for the following within a multinational corporation:

· Talent management including recruitment

· Expatriation and repatriation

· Training and developing

· Compensation

For clarity, a multinational corporation (MNC) is one with a business presence in various countries. Typically, the business will be managed from the ‘parent’ or home country in which it is headquartered, but it will operate from various international locations. Well-known multinationals include Apple, Amazon and Unilever, but smaller businesses can class themselves as MNCs if they have subsidiaries in two or more countries.

As MNCs have globally dispersed employees, they require International HRM specialists to deal with the specific requirements and considerations around recruiting, onboarding and managing them.

International Human Resource Management encompasses the distinctive features that emerge through the global operations of MNCs (Multinational corporations) in various parts of their processes. IHRM broadly covers all issues related to the management of people in an international context.

Morgan (1986) developed a three-dimensional model of IHRM, which exposes firstly the broad human resource activities of procurement, allocation, and utilization, the national or country categories involved in IHRM activities (host, home, other), and lastly three categories of employees of an international firm.

Morgan defines IHRM as the interplay among these three dimensions. Generally, IHRM involves the same activities as domestic HRM and focuses only on activities within one national boundary.

What are the main objectives of IHRM?

IHRM shares the same objectives outlined above for HRM generally.

However, the extra challenges that arise from managing a global workforce mean that International HR Managers will have more specific objectives centred on tackling these challenges and mitigating the risks inherent to IHRM.

These include:

Recruiting and retaining staff with the specific skillset and global mindset to take on international assignments and meet the business’s strategic goals.

Training and developing staff in both hard and soft skills. Cross-cultural and local market training is particularly important for expatriate workers who must acclimatize to their new environment.

Compliance with international laws. International HR Managers must fully understand and comply with the labor and tax laws of each country it operates in. Failure to do so could result in major legal and/or financial penalties for the business.

Course content

When it comes to learning points, This Diploma Course Has 2 Modules, 4 Units, 20 Lessons and 3 Quiz.

MODULE 1: INTERNATIONAL HRM

UNIT 01: INTRODUCTION OF HRM, IHRM AND BASIC APPROACHES

Lesson 01: Introductions

UNIT 02: TRAINING & LEADERSHIP – NURTURE YOUR TEAM BETTER

Lesson 02: HRM vs. IHRM

Lesson 03: Types of International Operations

Lesson 04: Factors Affecting Global HR Management

Lesson 05: Hofstede’s Cultural Dimensions Theory

Lesson 06: Types of International Employees

Lesson 07: Approaches to International Recruitment

Lesson 08: Types of International Assignments

QUIZ No 01 – 20 Quiz

MODULE 2: MANAGING YOUR TEAM BETTER

UNIT 03: TRAINING & LEADERSHIP – NURTURE YOUR TEAM BETTER

Lesson 09: Importance of Training

Lesson 10: The ADDIE Five-Step Training Process

Lesson 11: Training in International Management

Lesson 12: Lewin’s Leadership Styles

Lesson 13: Theories of Leadership

QUIZ No 02 – 15 Quiz

UNIT 04: KNOW YOUR EMPLOYEES – BEHAVIORAL SCIENCE

Lesson 14: The Big Five Personality Traits

Lesson 15: Myers Briggs Type Indicator

Lesson 16: What is Perception

Lesson 17: Shortcuts to Perception

Lesson 18: Employee Assistance Program

Lesson 19: Equal Employment Opportunity

Lesson 20: Employee Grievance & Redressal

QUIZ No 03 – 10 Quiz

I hope this Diploma course helps you to earn and improve your international Human resource management skills properly like, After doing ADDIE. as well your HR professionals can be uplifted with the knowledge that you gaining here. It will be helpful for your career promotions.

I highly recommend this course for HR professionals, Entrepreneurs, Innovators, Import-export businessmen, as well as Students. This will be an investment for all the success that you have gained in the future. And also, this will be your secret to success.

I would like to warmly invite you to choose this course and be successful. Thank you very much and have a nice day for learning.

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International Human Resource Management

Includes

2 hours on-demand video
Certificate of Completion