(2) Human resource activities that MNCs must face on international assignment According to paragraph (1), there are so many differences between international human resource management and domestic human resource management. Comparing HR activities between IHRM and DHRM, there is very less in similarities and so many differences. Among these differences, we will discussing two HR activities (1) staffing and (2) compensation and benefits for highlighting HR activities only need for IHRM and not required to do in DHRM.
(2.1) Staffing One obvious difference between domestic and international HRM is that staffs are moved across the national boundaries into various roles within the international firm’s foreign operations – these employees have …show more content…
Being in foreign assignment, the expatriate may be lost physically and mentally such as, away from home town and family environment, leaving from familiar work place to unseen work place, facing so many challenges in stranger nation and trying to hit company’s goal, stressful and full of tension, etc. Mostly common compensation and benefit usually provide by company are as follow. Compensation and benefit can be classified mainly two kinds; they are monetary factors and non-monetary factors. Monetary factors containing base salary increased enough to attract expatriate, provide incentive for motivation employees, provide expatriates from burden of taxation from both home and host country and taking care of employee’s payroll from exchange rate inflation, etc. Non-monetary factors containing support programs help expatriate and family to release cultural and language barriers, full medical coverage for expatriate and family members, fully responsible for expatriate’s and family housing and utilities allowance, give information to expatriates about native communities at host country, give facilities same with parent country, continuously give knowledge and update news about parent company’s issues and changes for let them feel still familiar with parent company and not felt lonely, providing travel expense with family members and employees, creating rest and recreation day off and the last and most important factor is provide safety for expatriates, because some of the country will be in the condition of domestic war and weather crisis. The company should be provide highest security level for the expatriates for safety and achieve the employee’s maximum
(2.1) Staffing One obvious difference between domestic and international HRM is that staffs are moved across the national boundaries into various roles within the international firm’s foreign operations – these employees have …show more content…
Being in foreign assignment, the expatriate may be lost physically and mentally such as, away from home town and family environment, leaving from familiar work place to unseen work place, facing so many challenges in stranger nation and trying to hit company’s goal, stressful and full of tension, etc. Mostly common compensation and benefit usually provide by company are as follow. Compensation and benefit can be classified mainly two kinds; they are monetary factors and non-monetary factors. Monetary factors containing base salary increased enough to attract expatriate, provide incentive for motivation employees, provide expatriates from burden of taxation from both home and host country and taking care of employee’s payroll from exchange rate inflation, etc. Non-monetary factors containing support programs help expatriate and family to release cultural and language barriers, full medical coverage for expatriate and family members, fully responsible for expatriate’s and family housing and utilities allowance, give information to expatriates about native communities at host country, give facilities same with parent country, continuously give knowledge and update news about parent company’s issues and changes for let them feel still familiar with parent company and not felt lonely, providing travel expense with family members and employees, creating rest and recreation day off and the last and most important factor is provide safety for expatriates, because some of the country will be in the condition of domestic war and weather crisis. The company should be provide highest security level for the expatriates for safety and achieve the employee’s maximum