International Business
The Role of the International HR Manager
For many people international HR management (IHRM) is synonymous with expatriate management. IHRM, however, covers a far broader spectrum than just the management of expatriates. It involves the worldwide management of people. Although International HR (IHR) managers undertake the same activities as their domestically-based colleagues, the scope and complexity of these tasks will depend on the extent of internationalisation of the organisation. In this article, Dr Hilary Harris, Director of the Centre for Research into the Management of Expatriation (CReME), examines the factors influencing the role of the IHR manager and how this affects choices in terms of IHR policy and practice.
Differences between Domestic and International HRM
In any organisation, the primary objective of the HRM function is to ensure that the most effective use is made of its human resources. To achieve this, HR professionals undertake a range of activities around sourcing, development, reward and performance management, HR planning, employee involvement and communications. If the organisation has a strategic HR function, these activities will support and inform organisational strategy. HR professionals are also used extensively in organisational change and development initiatives.
The IHR manager will also be working to the same objectives, however, the scope and complexity of their role is increased as a result of working across borders. A useful model of the nature of international HRM is presented below:
Source: Adapted from P.V. Morgan 1986. International human resource management: Fact or Fiction, Personnel Administrator, vol. 31, no.9, p44.
Figure 1. Model of International HRM
This depicts IHRM as having three dimensions:
1. The three broad human resource activities: procurement, allocation, and...
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