The numbers of growing large and small organization, which influence by inter nationalization of organization. That also increases the number of international organization and international employees. This scenario increases the interest of International human resource management (IHRM). There is a broad area to understanding of HRM practices on international level. The internationalization of organization is creates more value for the business but as well as it is also arises many issues. The ethical and social issues are one of them. International human resources management has some specific characteristics compared to the common human resource management, such as it has more functions and activities, the international idea and the global judgment, more involves employee’s individual life. The changes in key emphasis of works, and a bigger risk will receive more external factors influence. IHRM pays great attention to the strategic environment analysis. It also needs to attach importance to “the Trans-Culture Continue reading
International HRM
People Capability Maturity Model (PCMM)
People Capability Maturity Model (PCMM) is a maturity framework that focuses on continuously improving the management and development of the human assets of a software or information systems organization. PCMM can be perceived as the application of the principles of Capability Maturity Model to human assets of a software organization. It describes an evolutionary improvement path from ad hoc, inconsistently performed practices, to a mature, disciplined, and continuously improving development of the knowledge, skills, and motivation of the workforce. Although the focus in People CMM is on software or information system organizations, the processes and practices are applicable for any organization that aims to improve the capability of its workforce. PCMM will be guiding and effective particularly for organizations whose core processes are knowledge intensive. The primary objective of the People Capability Maturity Model is to improve the capability of the entire workforce. This can be defined as the level Continue reading
The Skills and Knowledge of Succesfull Negotiators
Negotiator is the key person for the profitable survival of the organization in a competitive world. Negotiation as an art requires certain inherent qualities of an individual that makes the negotiator more dynamic and natural. Skillful managers must assess many factors when managing international business negotiations. The successful management of intercultural negotiations requires that manager go beyond a generalized understanding of the issues and variables involve. The negotiator must have the knowledge about the following things. Value: Business negotiators must make sure that they have an intelligent understanding of the facts that are the basis for any negotiation. Failure to gather & understand the relevant facts that support optimal deal making will result in a failed negotiation or negotiations where value or resources are left on the table. Process: Any negotiation that does possess a vigorously defined negotiation process and lacks a management infrastructure runs the risk of a sub-standard Continue reading
Role of Human Resource Management in Organizations Difficult Times
Today, Human Resource Management (HRM) is emphasizing on adding value in the organization as a key player. The most significant challenge for organization in difficult time (recession) is transforming of the human resource to recognize, sustain, enlarge and exploit talents in the whole organization to their fullest capacities than organization can claim that it has the best of the systems to identify talents across the organization. The management professionals and employees might undergo through the anxiety and other issues during recession and economic downturn, so organization must make plan for economic crisis. Roles and functions of HR in the Organizational change HR can and ought to play a key role in creating and executing organizational change and transition. HR can give help and direction in investigation and determination, highlighting the employee’s problems that will essentially influence the success of the organization. HR might recommend on resourcing programs and planning and Continue reading
Factors Influencing International Compensation
Recently, the dilemma between sector and cultural predictors of compensation policies has become a public concern, and is extremely important in the background of internationalization. Even some well-known cultural traditions at working styles of many countries, examples like the Industry Wide Bargaining of Germany, the Lifetime Employment of Japan and the Wide-range Social Safety Net of France, now are facing the threats of being damaged owing to the big pressures from economic globalization. As a result, multinational employers are facing unprecedented challenges when choosing a job due to the pressures of economic globalization and market economy. The growth of global economy plays a major role in general business, especially in the areas of human resource management. It has been at the agenda of company leaders to chase the qualification of global mind-sets by which they used to meet the challenges brought by the trend of globalization of economy and create Continue reading
Understanding Cross-Cultural Communication in International Business
Cross-cultural communication exists when people from differing cultures have reached a certain degree of understanding regarding their differences. For understanding to take place, both people must have some form of knowledge or awareness regarding the norms or customs that exist in each other’s culture. Verbal and nonverbal communications can contain implied meanings, as well as certain degrees of symbolism. For successful communication to take place, background knowledge concerning values, norms and perceptions is necessary in order for clear, effective communication to take place. The key to effective cross-cultural communication is knowledge. It is essential that people understand the potential problems of cross-cultural communication, and make a conscious effort to overcome these problems and important to assume that one’s efforts will not always be successful, and adjust one’s behavior appropriately. For example, one should always assume that there is a significant possibility that cultural differences are causing communication problems, and be Continue reading