Modern HRM

EFQM Excellence Model

The  European Foundation for Quality Management (EFQM) Excellence Model was introduced in 1991 as the framework for organizational self-assessment and as the basis for judging entrants to the European Quality Award, which was awarded for the first time in 1992. A number of factors have encouraged many western countries to introduce quality awards. Among these were: the importance of quality for competitiveness, and contribution of benchmarking and self-assessment techniques to improving performance. The award models are used extensively throughout the world by leading companies and can thus be used for international benchmarking comparisons.

A framework designed to assist organisations achieve business excellence through continuous improvement in the management and deployment of processes to engender wider use of best practice activities.

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Abey Francis

Implications for International HRM

Diversity of various types in a global company suggests that HRM practices have to be tailor-made to suit the local conditions. Such practices can be seen in the context of different HRM functions.

Recruitment and Selection

A global company has the following alternative approaches to recruitment and selection of employees:

  1. Ethnocentric-all key positions, in headquarters as well as subsidiaries, are staffed by parent-country nationals.
  2. Polycentric-key positions in subsidiaries staffed by host-country nationals and those in headquarters staffed by parent-country nationals.
  3. Regiocentric-key positions staffed by host-country nationals within particular geographical regions (such as continent-wise).
  4. Geocentric-key positions in headquarters as well as subsidiaries staffed by people based on merit, irrespective of their nationality.
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Abey Francis

International Human Resource Management (IHRM) – HRM from an International Perspective

International Human Resource Management

International Human Resource Management (IHRM) involves ascertaining the corporate strategy of the company and assessing the corresponding human resource needs; determining the recruitment, staffing and organizational strategy; recruiting, inducting, training and developing and motivating the personnel; putting in place the performance appraisal and compensation plans and industrial relations strategy and the effective management of all these functions from an international perspective.

The strategic role of HRM is complex enough in a purely domestic firm, but it is more complex in an international business, where staffing, management development, performance evaluation, and compensation activities are’ complicated by profound differences between countries in labor markets, culture, legal systems, economic systems, and the like.

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Abey Francis

Responsibilities of International Human Resource Management (IHRM)

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.… Read the rest

Abey Francis

HR Strategy Formulation: Organization Mission and Goals Analysis

Even similar organizations often pursue different goals; a thorough organizational analysis of the organization’s overall mission and goals is a second integral aspect of identifying human resource strategies. All organizations exist to accomplish something in their larger environments. The mission — the purpose of an organization’s existence — should guide its strategic thinking.

For example, two similar electronics manufacturers may have varying missions. One may want to “be a successful organization in the entertainment business,” while the other may define its mission as “occupying a technological leadership position in the industry.” The associated strategies are likely to show significant differences. Apart from manufacturing electronic goods used for home entertainment, the former firm may acquire video and film production firms and get into the music industry (e.g.,… Read the rest

Abey Francis

Strategic Human Resource Management (SHRM)

Organizational concept behind the unstable climate of management has created a question mark in-front of organizational departments to act to the unstructured development plans. Every organization comprises of different departments who serves different work for the fulfilling the objective in a unidirectional manner. The scenario of revolution in the various fields of business has already taken the speed in the micro as well as the macro environment, which serves an indication towards the utilization of  skills. The needs of organizations are generally fulfilled by the different departments created by the organization. The hierarchy of organization creates an arena infront of  each one to stipulate themselves within that arena for their own flexibility.… Read the rest

Abey Francis