Cross Country Analysis of Hr Practices in Banking Industries - India & Usa

Topics: Culture, Globalization, Human resource management Pages: 223 (60265 words) Published: May 2, 2013

Introduction to International HRM


Difference between IHRM and Domestic HRM

Difference between Domestic and International Managers

Type of International Employees

Issues in IHRM

Barriers to Effective Global HRM

Understanding Culture

Elements of Culture

Factors encouraging convergence of Cultures

Factors encouraging change of culture

Determinants of Culture

Importance of cultural sensitivity for global business and diplomacy 
Impact of culture on management approaches

Cross Culture Business Communication and Behaviour

Deal Focus VS Relationship Focus

Formal VS Informal

Rigid Time VS Fluid Time

Expressive VS Reserved Cultures

Business Protocol

Cross Cultural Negotiations

Need for cross cultural negotiations

Anatomy of negotiations

Prepare for international negotiations

Parameters of negotiations

Planning for negotiations

Importance of trust in negotiations

Negotiation styles of major cultural groups and countries

International Business and IHRM Approaches

Stages of Internationalisation of Business

Management Philosophy/Approaches to IHRM

Competencies Required in International Managers

Recruitment and Selection by Multinationals

International Labour Market Sources

Selection Procedure of Expatriates

Expatriate Success Factors

Adaptability to cultural change

Expatriate Training and Development

Need for training to Expatriate

Cultural Integrator

Cultural Awareness Training

Types of Cross Cultural Training

Cultural Assimilators

Organising Multinational Structures

Stages of Structural Evolution of Multinationals

New Types of Multinational Structures

Role of Human Resource

Compensation Management

Factors Influencing Compensation Programmes

Paying Expatriates

Approaches to Expatriate’s Compensation

Cultural Impact and Compensation Policy

Performance Management in International Organisations

Performance Management and its link with other HR processes

Multinational Performance Management

Performance Management of Expatriates

Variables that Influence Performance of Expatriate

Organisational Ethics


Ethical Issues Facing Multinationals

What can Organisations do to foster Ethical Behaviour

Good Corporate Citizen
Introduction to International HRM
DefinitionGeneral : “Procurement, allocation, utilisation and motivation of Human Resources inInternational business.”P Morgan: Two groups of variables that affects basic HR process1 st
– Types of employees2
– Political, economic, legal environment, labour laws and practices prevailing indifferent countriesAccordingly IHRM can be defined as an interplay between these two group of factors.But in other model, one more group is added i.e. multinational’s operational philosophy.Difference between IHRM and Domestic HRM

•Responsible for a greater number of functions and activities •
Broader knowledge of foreign county employment law

Closely involved with employees lives

Cope with more external influences

Exposure to problems and liabilities

Management of differential compensation

Diversity management

More liasoning activities

More coordination and travel

More risk managementDifference between Domestic and International Managers •
Global mindset

Communication skills

Conflict management skills

Oriented towards a process of continual change

International experience

Political, economical and social sensitivity and knowledge of many countries •
Knowledge of culture shock and how to minimise it

Leadership and team building skills
Types of International employees1)Foreing parent expatriates2)Host Country nationals3)Third Country expatriates of foreign parent4)Third Country expatriates of new ventureIssues in IHRM •
Managing international assignments

Employee and family...
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