HRM 3430 Chapter Notes - Chapter 11: Ethnocentrism, Extraversion And Introversion, Agreeableness

• School: York University
• Department: Human Resources Management
• Course: HRM 3430
• Professor: Leigh Lampert

Document Summary

Key challenges influencing hr practices/processes within an international context. Employment legislation: both in the home and host country. The role of the hr function: sihrm systems require sufficient financial and human resources, managers are to be equipped with necessary staff and integrated in the organizational strategic decision-making. Increased complexity of the hr function requires hr managers to redefine their role and outsource some of their responsibilities to specialists and consultants (e. g. international employment lawyers). Flexibility: ability to respond to various demands from a dynamic competitive environment. Security: security of expatriate employees and their families, establishing close relationships with canadian governmental overseas representatives such as embassies and chambers of commerce. Strategic ihrm fits with corporate international business strategies: fit degree to which the needs, demands, goals, objectives, and/or structure of one component are consistent with the same of another component. Internal fit degree that the ihrm approaches will be influenced by the overall corporate international strategies (focus on organization)