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28 September 2010
Dony Eko Prasetyo
Education Background:
• S1 : International Relation Department, FISIP, Airlangga University
• S2 : Magister Management Program, majoring HRM, Faculty Economics and Business, Airlangga
Peminatan Study:
International Politics, Internasional Business, International Political Economy, Organization Behavior,
Across Culture Management
Work experience:
• Lecturer assistance in Indonesia Foreign Affairs subject and Geopolitics and geostrategic subject (2006 –
• Senior Merchandiser, PT. Eratex Djaja, Tbk. (2007 – 2009)
• Outsourcing Staff in Cooperation Division Surabaya City Government, sub division foreign affairs (2009 –
Contact details:
Email: [email protected]
[email protected]
YM: donyekoprasetyo; dony_eko_prasetyo; Skype: dony_eko_prasetyo; Meebo: prast2912
• Subject : International Human Resource
• Credits : 3 credits / 150 minutes
• Material : please download it on
• Dowling, Peter. J. and Denice E. Welch. 2004.
International Human Resource Management.
4th Edition. Italy: Thomson Learning.
• Harzing, Anne-Wil and Joris Van Ruysseveldt.
2004. International Human Resource
Management. 2nd Edition. London: Sage
Study Contract
• Lateness: 15 minutes
• Assignment:
– Individual task (case study)
– Group task (presentation)
– Big task (presentation)
The process by which different parts
of the world interact economically,
politically, and culturally.
What is Globalization?
• 'Globalization means when your e-mail account is full
with spam from countries you've never heard of...'
"Before this Global Warming, I never knew what
grass was."
The Definition of Globalisation
• Globalization - the 'big idea' of the late twentieth century lacks precise definition. More than this, it is in danger of
becoming, if it has not already become, the cliché of our
• Nonetheless, the term globalization captures elements of a
widespread perception that there is a broadening, deepening
and speeding up of world-wide interconnectedness in all
aspects of life, from the cultural to the criminal, the financial
to the environmental.
• At issue appears to be 'a global shift'; that is, a world being
moulded, by economic and technological forces, into a shared
economic and political arena.
The Definition of Globalisation
• Globalization can usefully be conceived as a
process (or set of processes) which embodies
a transformation in the spatial organization of
social relations and transactions, generating
transcontinental or interregional flows and
networks of activity, interaction and power
The Definition of Globalisation
Globalisation can be defined as the
intensification of world-wide social
relations which link distant localities in
such a way that local happenings are
shaped by events occurring many miles
away and vice versa. (Anthony Giddens,
The Definition of Globalisation
Globalisation refers to all those
processes by which the peoples of
the world are incorporated into a
single world society, global society.
(Martin Albrow, 1990)
The Definition of Globalisation
• The world is becoming a global shopping mall in
which ideas and products are available
everywhere at the same time. (Rosabeth Moss
Kanter 1995)
• Globalisation is what we in the Third World have
for several centuries called colonisation. (Martin
Khor 1995)
The Definition of Globalisation
Globalisation refers to the process
whereby social relations acquire
relatively distanceless and borderless
qualities, so that human lives are
increasingly played out in the world as
a single place. (Jan Aart Scholte, 1997)
History of Globalization
• Sharing between world cultures began 1000s
of years ago.
• In the 19th century cultural sharing exploded.
19th Century
Europeans discover the Americas
European Imperialism
Industrial Revolution
– Transportation
– Telephone
– Telegraph
20th Century
• Free market capitalism
– End of the Cold War
– Exchange ideas
– Transfer $$
– Share culture
– 24/7
The World Today
• This world is structured into three
–Core Regions
–Semi-Peripheral Regions
–Peripheral Regions
Core: Dominate and control world-system
Core Regions
• Dominate world trade
• Control the most advanced technologies
• Have high levels of productivity and diversified
• Characterized by the highest standards of
Triad of North America, EU, and Japan
Periphery: dependent trading relationships
Peripheral Regions
• “Slow World”
• Low levels of technology
• Underdeveloped or narrowly specialized
• Low levels of productivity
• Low standards of living
Semi-periphery: In-between…
• Able to exploit peripheral nations
• Exploited by core nations
• Once were peripheral but changed status
– The tiers are fluid
o Globalisasi : kecenderungan perusahaan/organisasi
memperluas penjualan atau manufakturing mereka
ke pasar baru di luar negeri. Akibatnya
menimbulkan tren dunia kerja dlm aspek teknologi
yang melahirkan dunia jabatan dan
o Tantangan MSDM (Mathis dan Jackson,2006) :
Perubahan ekonomi dan teknologi; Ketersediaan
dan kualitas angkatan kerja; Pertumbuhan angkatan
kerja tidak tetap; Persoalan demografi;
Penyeimbangan pekerjaan/keluarga; Penyusunan
ulang organisasional dan merger/akuisisi
Tidak ada organisasi yang bergerak dalam keadaan
terisolasi. Tidak ada organisasi yang boleh
mengambil sikap tidak perduli terhadap apa yang
terjadi dalam lingkungan dimana ia bergerak
(Hasibuan, 2003).
Globalisasi mempengaruhi diri manajer dalam hal
keterampilan mengelola orang. Harus mampu
bekerja dengan orang dari budaya yang berbeda,
seperti :pada saat ditugaskan ditempat lain; di
negara sendiri (memahami budaya, gaya
manajemen, memodifikasi)
Perkembangan baru dalam manajemen personalia
dan SDM :keterbukaan,produktivitas, orientasi
sistem,efektivitas, strategi,
Using of global resource to
get organization objective
without see geographic
Three Approaches to IHRM
• Cross-cultural management
 Examine human
behavior within organizations from
an international perspective
• Comparative HRM and Industrial Relations
 Seeks
to describe, compare and analyze HRM
systems and IR in different countries
• HRM in multinational firms
 Explore
how HRM is practiced in multinationals
Interrelationships between
Approaches of IHRM
Diversity as an
and HR Challenge
Source: Marilyn Loden and Judy B. Rosener, Workforce America: Managing Employee Diversity as a Vital Resource, p. 20.
What does IHRM add into the Traditional
Framework of HRM?
• Types of employees
– Within and cross-cultural workforce diversity
– Coordination
– Communication
• Human resource activities
– Procurement
– Allocation
– Utilization of human resources
• Nation/country categories where firms expand and
– Host country
– Parent country
– Third country
A Model of IHRM
What is an expatriate?
 An employee who is working and temporarily
residing in a foreign country
• Some firms prefer to use the term “international
• Expatriates are PCNs from the parent country operations,
TCNs transferred to either HQ or another subsidiary, and
HCNs transferred into the parent country
 Global flow of HR: more complexity in activities
and more involvement in employees' lives
International Assignments Create Expatriates:
Differences between Domestic HRM
and IHRM
More HR activities
The need for a broader perspective
More involvement in employees’ personal lives
Changes in emphasis as the workforce mix of
expatriates and locals varies
 Risk exposure
 Broader external influences
Variables that Moderate Differences between
Domestic HR and IHRM
Factors that Influence the Global Work Environment
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