1- why is greater degree of involvement in employees personal lives necessary in many international HRM activities ?2-What makes an effective IHR practitioner/ manager?3- what are the stages a firm ty

Why is a greater degree of involvement in employees’ personal lives necessary in many International HRM activities?

In the domestic setting, the HR department’s involvement in the employees’ personal lives is minimal. In the international environment, HR has more significant participation in providing the level of support required. The HR department needs to know more about the employees’ personal lives, including their marital status and number of children. The degree of involvement in many IHRM activities is more significant because the HR department must ensure that the international assignee understands the different aspect of his relocation and must make sure that he is working in a conducive environment as well as his family is well taken cared of.

What makes an effective IHR practitioner?

The global manager is someone who has succeeded in operating in other cultural work environments. The global manager needs a global mindset, that is a frame of mind that values cultural diversity and enables a global manger to adapt to different international settings. Managers develop a global mindset by incorporating complexity in their thinking. A global mindset helps managers develop a broader perspective on events, it helps them organize these events into broader frameworks, and it helps them make decisions that incorporate more data and more contradictions in decision-making. A global manager can manage diversity to do this; the global manager must have a global mindset.

Assumption: For a global manager to succeed, he needs to have a global mindset. A global mindset combines an openness to and awareness of diversity across cultures and markets with prosperity and ability to synthesize across this diversity. Global managers have exceptionally open minds. They respect how different countries do things, and they have the imagination to appreciate why they do them that way. The difference is this: a global manager is a person who has a global mindset, meaning a mind that is open to diversity and understands the culture

What are the stages a firm typically goes through as it grows internationally, and how does each stage affect the HR function?

Historically, the first step to internationalization is export. Exporting is the mode of entry that is characterized by the process of marketing and direct selling of domestically-produced goods in another country. Exporting is often handled by a foreign agent or distributor. At this stage, the role of the HR department is unclear. The next step is the establishment of a sales subsidiary that will replace the foreign agent or distributor. A multinational may be prompted to create a sales subsidiary if there are problems with foreign agents, it has more confidence in international activities, if it desires greater control or if to want to give greater support to exporting activities. Expatriates may be selected and sent to oversee the operations in the sales subsidiary, thus requiring the HR department to be involved. During the international division phase, the creation of a separate division in which international activities are grouped is already taking place. The international division resembles the operation and activities of the domestic organization. Subsidiary managers report to the head of the international division. Objectives regarding foreign activities may determine an approach to the staffing of critical positions. When the subsidiary has reached a bigger size, a global product/area division may be established. During this stage, the IHRM department is more active and involved in managing Parent Country Nationals, Third Country Nationals, and Host Country Nationals.