It becomes quiet
inevitable to increase the skills& knowledge of the managers in the international arena.
This will give them a strong foot in the international market. Thus the parent country
HR practices are applied directly to its foreign subsidiaries or it tries to merge its
personnel practices with those that are common in the host countries.The main
responsibility of IHRM is to select and prepare the employees to be spread
across all international locations of the firm, shaping up general HR practices for
international assignees and create and launch HR practices and policies for it's foreign
One of the key features of Multinational companies is to transfer its HR practices
across borders. If the company wants to succeed, the extent and the impact of the
transfer should be high. There are various perspectives which influence such transfers.
"One perspective suggests that transfer is driven by whether or not managers perceive a
clear competitive advantage from engaging in it; a second perspective sees transfer as
conditioned by cross-national variations in business systems; and a third perspective is
that transfer is shaped by the interests of various groups of actors within MNC's and by
struggles between these groups". Tony Edwards, Trevor Colling, Anthony Ferner 3 July
2007 (Page 201-217)
Once the perspectives of the transfers are understood, we need to understand the various
possible approaches used by the MNC's for such transfers. "A wider-ranging view of the
MNC-environment relationship, which has further implications for IHRM, has been
provided by Rosenzweig and Singh (1991). They argue that there are many different
factors that determine the...
Tony Edwards, Trevor Colling, Anthony Ferner 3 July 2007 ( Page 201-217) Conceptual approaches to the transfer of employment practices in multinational companies: an integrated approach Human Resource Management Journal