MODELS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT

MODELS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT

1. MODELS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT Sanchitha S S 2 nd M.com . Under the guidance of Sundar B. N. Asst. Prof. & Course Co-ordinator GFGCW, PG Studies in Commerce Holenarasipura

2. Meaning of IHRM IHRM is process of procuring international business, motivate, retain and effectively utilise services of people both at the corporate office and at the foreign plants or locations.

3. Models of IHRM Harvard model Contextual model 5P'S model Matching model Guest model

4. Harvard model The Harvard school suggested that HRM had to characteristic feature. Line managers accept more responsibility for ensuring the alignment of competitive strategy and personnel policies. Personnel has the mission of setting policies that govern how personnel activities are developed and implemented in way that make them more mutually reinforcing.

5. Contextual model Emphasises the importance of environmental factors. The contextual approach is broader, integrating the human resource management system in the environment in which it is developed. A broader set of stakeholdeirs is involved in the formulation and implementation of HR strategies.

6. The 5P'S Model Of HRM Philosophy : Business value and culture. Policies : Establish guideline for action on people related business issues and HR programs. Programs : co-ordinate efforts to facilitate change to address major people related business issues. Practices : For leadership managerial and operational role practices motivate needed role behavior. Processes : For the formulation and implementation of other activities these define how of other activities are carried out.

7. Matching Model Of HRM. The matching model was propounded by fombrun tichy and devanna (1984) at the matching business school. The model is inclined towards the harder side of HRM. It emphasizes more on 'tight fit' between the HR strategy and the business strategy. It demands that available human resources must be matched with jobs in the organization.

8. Guest Model Of HRM This model was developed by David guest in 1997. This model emphasizes on the assumption that HR manager has specific strategies to begin with, which demand certain practices and when executed will result in outcomes. These out comes include behavioural performance. Related and financial rewards. The model emphasizes the logical sequence of six components; HR strategy, HR practices, HR out comes, behavioural out comes, performance results and financial consequences.

9. Conclusion This report provides an understanding of the role and impact of human resource management over an organization. It also discuss the factors which effects the performance of the organization.