Towards a new model of globalizing HRM

Abstract

This paper addresses the debates about the nature of strategic HRM in international companies. It builds on a substantial research programme using questionnaires and detailed case studies to argue that the international HRM field is changing significantly and rapidly and that there is a need for better understanding of these developments. Five distinct, but linked, organizational drivers of international HRM are identified and discussed: efficiency orientation, global service provision, information exchange, core business processes and localization of decision-making. These factors are creating a new set of pressures on HRM specialists. Three distinct, but linked, enablers of high-performance international HRM are being developed by multinational enterprises: HR affordability, central HR philosophy and HR excellence and knowledge transfer. A series of different strategic recipes combining these drivers and enablers are identified. These recipes in turn are delivered through a series of important HR processes: talent management and employer branding, global leadership through international assignments, managing an international workforce and evaluation of HR contribution. A tentative model of the relationships between these drivers, enablers and processes is proposed.

Keywords:

• IHRM
• drivers of IHRM
• enablers of IHRM
• HR contribution
• HR excellence
• global HRM

Acknowledgement

This paper summarizes some of the findings from a major research project funded by the UK's Chartered Institute of Personnel and Development. We are grateful to them and to the many organizations that allowed us access for this research.