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国际人力资源管理的兴起
The Rise Of International Human Resource Management

随着全球化的到来，当地的组织已经在全球范围内展示他们的立场。这在人力和文化敏感性的出现很大程度上引起了多样性。这是国际人力资源管理兴起的一个主导因素。
广泛的国际人力资源管理的定义（概念）有以下目标即采购、分配和有效利用跨国企业人力资源。国际人力资源经理的工作是容易管理，如果公司只是其产品出口到一些小机构在国外，在全球化的企业人力资源管理者必须解决两个目标是在一定程度上相互冲突的策略。首先整合人力资源政策和在不同国家的子公司之间的演习，目的是满足或实现企业目标。除此之外，人力资源管理的方法必须有足够的灵活性，留下足够的不同类型的人力资源的做法和政策，可能会证明是有效的处理不同的业务和文化设置。

With the advent of globalization, organizations whether big or small that emerged as being local have showed their stand globally. This has given rise to the diversity in the manpower and the cultural sensitiveness has emerged to a great extent. This has been a leading factor to the rise of International Human Resource Management.

Broadly the definition of international human resource management (IHRM) has the following objectives i.e. to procure, allocate, and effectively utilize human resources in a multinational corporation. The work of international HR manager is easily managed if MNC just exports its products to few of its small offices in foreign locations where as in globalized firms HR managers have to tackle two objectives which are conflicting in their strategies to some extent. Firstly integrating the human resource policies and exercises among its subsidiaries in different countries with the aim to meet or achieve the corporate objective. Apart from this the approach to HRM has to be made flexible enough leaving sufficient difference between the various types of HR practices and policies that may prove efficient in dealing with dissimilar business and cultural settings.

The primary function that International Human Resource Management enforces is in regards of holding an international feel with a local touch in the host country. The challenge lies in illustrating an international / multinational company that would not prefer to be addressed local, however at the same time desiring a domestic touch in the host country.

The Human resources Management plays role here by ensuring that HRM policies are in accordance and promoting the firm's objective, structure and control. Talking of structures and controls the following key points play an important role and thus are worth mentioning in the context of International HRM.

Decision Making: In International strategy centralized dependency of core competency and the rest decentralized compared to less degree of centralization in operating decision making.

Co-ordination: The degree of coordination essential in rousing the cross cultural sensitivities is required to be very high. Also there is a requirement for cultural control to a great extent.

Integrating Mechanisms: Integrating mechanisms also need to be operated at the same time.

Objective if International Human Resource Management
The objectives of International HRM can be listed as the following: (Management Study Guide, 2012)

Making a local image parallel with maintaining a global identity.

Bringing forth awareness about cross cultural sensitivities within managers internationally and staff hiring covering all geographic boundaries.

Training about cultures and sensitivities of the host country.

Implementation of International Human Resource Management
In Staffing Policy in international human resource the part of