1. PRESENTED BY:- BIRENDER KUMAR

2. Basic Definition
 „managing the employment
relationship‟
(Tyson, 1987)
Assumption
 Employees are the most important
asset of the organization

3.  HRM IS THE PROCESS OF
ACQUIRING, TRAINING, APPRAISING AND
COMPENSATING EMPLOYEES AND OF
ATTENDING TO THEIR JOB RELATION, HEALTH
AND SAFETY AND FAIRNESS CONCERNS.

4. INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

5.  It is not easy to provide a precise
definition of international human
resource management (IHRM). What
an HR manager does in

6.  General Definition:-
“Procurement, allocation, utilisatio
n and motivation of Human Resources in
International business.”

7.  Two groups of variables that affects basic HR
process
 1st – Types of employees
 2nd – Political, economic, legal
environment, labour laws and practices
prevailing in different countries

8. Difference between
IHRM and Domestic
HRM

9.  Responsible for a greater number of
functions and activities
 Broader knowledge of foreign country
employment law
 Closely involved with employees lives
 Cope with more external influences
 Exposure to problems and liabilities
 Management of differential compensation
 Diversity management
 More coordination and travel
 More risk management