ABSTRACT
Taken together, the above chapters provide a comprehensive overview of the essential body of IHRM policies and practices. These IHRM policies and practices serve to attract, select, develop, evaluate, compensate, and retain employees, as well as provide for their safety and well-being. So this section of the book concentrates on specific IHRM policies and practice that MNEs can use in the context of the operation of an MNE from its home-country, headquarters perspective as well as from the perspective of IHRM at the local level, which is important to the operation of foreign-owned firms and subsidiaries and other forms of cross-border ventures and alliances. Chapters 8 and 9 focus on the attracting and selecting policies and practices. Chapter 8 discusses the nature of and problems associated with workforce planning and staffing for global enterprises including an overview of the many options that MNEs have available to them. Chapter 9 builds on the previous chapter and discusses the planning and staffing issues in the MNE with primary focus on the selection of international assignees (IAs). It also describes many of the
issues confronted in the IA selection process and best practices in dealing with those issues including the all-important issue of repatriation. Chapter 10 focuses on training and development in the MNE, focusing on training and preparation issues for expatriates as well as local employees in foreign operations and on leadership and management development in MNEs. Chapter 11 discusses compensation and benefits issues in MNEs, again focusing primarily on these issues for expatriates, but also on describing MNE attempts to design and apply common compensation and benefits programs for their operations and employees around the world. Chapter 12 focuses on the many issues related to the management of employee performance in the international arena. And Chapter 13 describes the many issues surrounding health, safety, and security for global business travelers and international assignees and their families and the design of crisis management programs to deal with these issues. Chapter 14, the last chapter in Section 3, provides an overview of the wide variation in effective and appropriate IHRM policies and practices across regions of the world. MNEs have the necessity to understand local HR policies and practices so as to make informed and effective decisions as to the practical fit of headquarters’ policies and practices with tradition and law across the many regions of the world.
