DIBM307 INTERNATIONAL HUMAN RESOURCE MANAGEMENT

Description

SESSION	JAN-FEB 2026
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	III
COURSE CODE & NAME	DIBM307 INTERNATIONAL HUMAN RESOURCE MANAGEMENT

 

 

 

Assignment Set – 1

 

 

Q1. Describe the concept and scope of International Human Resource Management (IHRM). Critically examine the differences between domestic HRM and IHRM, highlighting the challenges faced by multinational corporations.

Ans 1.

Concept of IHRM

International Human Resource Management refers to strategies, activities and procedures that multinational companies employ to manage human resources across many nations. It involves the acquisition, allocation as well as developing and keeping workers who operate in a variety of countries. IHRM is a more complex operating environment than domestic HRM and encompasses controlling host country nationals as well as parents of nationals from the same country, as well as third country nationals across

 

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Q2. Discuss the concept of workforce diversity in international organizations. Analyse the role of diversity in enhancing organizational performance and explain the challenges faced in managing a multicultural workforce.

Ans 2.

Concept of Workforce Diversity

Diversity in the workforce refers to the diversity of workers who differ from each other in regards to nationality, ethnicity, gender, age, religion, language, educational background, physical ability as well as the values of culture within an organization. In the context of international organisations, diversity can take an especially important role as employees from multiple countries and backgrounds collaborate in pursuit of common objectives. Diverse workforces in international businesses is a normal consequence of globalization and also an asset that companies are able to cultivate in

 

 

Q3. Discuss the impact of environmental factors on IHRM, including cultural, legal, economic, technological, and political influences. Evaluate how organizations adapt HR policies to suit different international environments.

Ans 3.

Cultural Factors

Culture is one of the biggest environmental forces shaping IHRM practices. Values of national cultural significance, determined by frameworks such Hofstede’s cultural dimension, can directly impact leadership expectations communications styles, attitude towards authority, management practices, and motivation for employees. Multinational organizations operating across culturally different countries need to modify their HR procedures to be in line with local expectations, while preserving their global

 

 

Assignment Set – 2

 

 

Q4. Explain the concept of expatriate management. Discuss the phases of expatriate adjustment and analyse the major causes of expatriate failure in multinational organizations.

Ans 4.

Concept of Expatriate Management

Expatriate management refers to the coordinated processes and strategies employed by multinational corporations for selecting, preparing, deploy, support, and reintegrate employees who are working in a different country from their country of origin. Foreign expatriates go on missions for a variety of reasons, which include transferring technical knowledge or knowledge of the company to a subsidiary company, to fill in the gaps in skills within hosts’ operations, developing the global capabilities of leadership and maintaining coordination and control for foreign operations and headquarters. The effective management of expatriates is essential to the successful

 

 

 

Q5. Examine the concepts of repatriation and in patriation. Evaluate their importance in global talent management and discuss the challenges faced by employees during these processes.

Ans 5.

Concept of Repatriation

Repatriation refers to the process to return an expatriate worker to their home country after the conclusion of their international mission. It is typically regarded as the end stage of the expatriate phase and as one of the most neglected but crucial aspects of HRM for international employees. Numerous multinational companies invest hugely in training employees for international jobs, yet pay

 

 

Q6. Discuss international compensation systems, including the balance sheet approach and going rate approach. Analyse the factors influencing compensation decisions in multinational organizations.

Ans 6.

International Compensation Systems

International compensation refers to the total package of incentives, financial and otherwise, that are offered to those working on assignment abroad or within foreign subsidiaries of a multinational company. The creation of a successful international compensation program is one of the more difficult jobs in IHRM as it requires recruiting and retaining talent from around the world and ensuring internal