DOMESTIC HUMAN RESOURCE MANAGEMENT

1. All HR SYSTEMS are implemented by HR professionals in their own Country

(CENTRALISED HR, DECENTRALISED HR, DIVISION BASED HR)

2. The Sub-Systems are: HRD, HRA, HRP, and HRIS & IR

3. The Employees comprise of localites or Citizens of the same Country viz.

Bargain able and Non-bargain able

4. Differentiation in terms of Compensation Allowances- State wise.

5. Conventional Work timings are followed .Shift timings are decided by Union-
Management mutually.

6. Industrial Relations are based on Lab our Legislation. State laws and Central
laws are followed strictly.

7. Functionally Complements the Organization Business Strategies like: Mergers,

Acquisitions, Diversification and Expansion.

8. Profits are sensitive to resources Costs, Competition, overheads and Taxes.

9. HR Professionals should understand Community behavior, Intra-Organizational

culture.

INTERNATIONAL HUMAN RESOURCE MANAGEMENT .

1. HR Sub-systems are implemented in different forms.

2. The Employees constitute of In-patriates, Expatriates and diverse Workforce

mix.
3. HR Issues are very diverse, highly sensitive to the perpetual change of
Demography.

4. Complexity involved in Operating in different Countries.

5. Work Schedules /timings vary.

7. Labour Legislation differs from Country to Country.

8. The business focus is on Industrial Operations of Outsourcing, Off-shoring etc.

9. Profit margins are sensitive to Convertibility, appreciation & Depreciation of

International currency.

10. Mindsets of HR employees should constantly customize to the changing

workforce mix and should be Sensitive to wide Cultural Diversity.
IHRM SYSTEMS:

1.Human Resource Administration:

1. Employee entry formalities: Bond signing, Guarantees, Embassy issues,

Passport visa formalities. Transfer, formalities, immigration documentation
(Form9)

2. Acclimatization & Acculturation, Family Counselling, on-boarding issues,

Diversity Training,

3.Liasoning with the embassy, Local authorities abroad, Government officials,

legal obligations, embassy clearances, Sanctions.

4. Employee follow-up, breach of Bond, Disciplinary actions, Penalties.

5. TAXATION, Compensation Anamolies, Deductions & IJPs.

6. Employee Counselling, Preventing Expatriate Failure.

7. Rapport maintenance between resident families and Expatriates.

8. Employee Legislation

9. Statutory Compliances.

2.Human Resource Planning & Accounting :

1. Maintaining Talent Inventory

2. Procurement of Skills as per the KPI or Business Strategy.

3. Maintaining the base bench Strength in the IT Software Sector

4. Extending Contracts, Probations, and Confirmations & IJPs.

5. Reducing Expatriate Failure.

6. Innovative Techniques of Selection

7. Vigilance with Dollar Sensitivity

8. Costing and Budgeting of Head Count and Skills.

10. Organizational Restructuring: Rightghtsizing, downsizing ,IJPs, Job Clusters etc.

3.Human Resource Accounting;

1. HR Metrics

2. HR Audits-(External & Internal)

3. Creating HR Analytics

4. Budgeting of HR Systems: (Sanction, allocation, investment & assessment)

5. Strategic Alignment of HR Functions

6. Implementation of Balance scorecard

4.HUMAN RESOURCE DEVELOPMENT

1. Compensation Designing

2. Acclimatization to different Cultures Diversity Training.

3. Retention Strategies for Expatriates and for Employees working in High-risk

locations.

4. QWL and Employee Engagement.

5. Creating Communication Channels and Networking.

6. Designing of Employee Policies.

7. Skill based, technology based, Function based training.

8. Constant alignment of Employee Monitory Benefits with Fluctuation of INR vs

USD .
9. Employer Branding.

10. Competency Mapping

5.Human Resource Information System:

1. Maintenance of Personal Records and ERP systems.

2. Customised Software’s like PeopleSoft, HRMS

3. Implementing HR systems in SAP

4. Record-Keeping for PCMM Certification

5. Legal Requirements

6. Visa expiration, project Extension, Documentation support for Overstay,

transfers etc.
 DISTINGUISH BETWEEN BARGAINABLE & NON-BARGAINABLE

BARGAINABLE:
Definition: workman" means any person (including an apprentice)
employed in any industry to do any manual, unskilled, skilled, technical,
operational, clerical or supervisory work for hire or reward, whether the
terms of employment be express or implied, and for the purposes of any
proceeding under this Act in relation to an industrial dispute, includes any
such person who has been dismissed, discharged or retrenched in
connection with, or as a consequence of, that dispute, or whose dismissal,
discharge or retrenchment has led to that dispute, but does not include
any such person - (i) who is subject to the Air Force Act, 1950 (45 of 1950),
or the Army Act, 1950 (46 of 1950), or the Navy Act, 1957 (62 of 1957); or
(ii) who is employed in the police service or as an officer or other
employee of a prison; or
(iii) who is employed mainly in a managerial or administrative capacity; or
(iv) who, being employed in a supervisory capacity, draws wages
exceeding one thousand six hundred rupees per mensem or exercises,
either by the nature of the duties attached to the office or by reason of
the powers vested in him, functions mainly of a managerial nature.
Under Crown Construction Contracts Act. “workman" means a person
who has a contract with a contractor, or with a subcontractor who has a
contract with a contractor, to provide work on a contract.

1. Support of Labour Legislation

2 .Limited working hours per week 48h/wk
3. Overtime to be paid as per Factories Act
4. Stringent Labour Legislation
5. Lifetime Employment after 240 days of continuos work
6. Exit policy should be legally Compliant
7. Right to be Organised.
 8. Negotiation through Collective Bargaining
9. Generally addressed as Blue-Collared (also Green, pink)
10. Paid Wages and not Salary
11. Minimum Salary based on Skills
12. Temporary Recruitment governed by Contract Labour Act.

NON-BARGAINABLE:

Definition: The term white-collar worker refers to a person who performs

professional, managerial, or administrative work, in contrast with a blue-collar
worker, whose job requires manual labor. Typically white collar work is
performed in an office or cubicle.

1. No Special Laws for Staff members.

2. Unlimited Working hours
3. Exit and Entry as per the Policies of the respective Organisations
4. White-collared jobs may not involve machine related skills
5. Right to unionize only for Government Employees
6. Monthly Salary is paid.
7. Individual Negotiation based on Cognitive Factors.
8. Different types of Employment Contracts
9. Prone to attrition and Frequent Job Changes
10. White Collared category also involves gray and pink collared employees

CATEGORIES OF EMPLOYEES (IT,MNCs,ITES,Mixed JVs):

HCNs-Host Country Nationals:

The host Country where a subsidiary may be located, employs the professionals/
Nationals: from the same Country.

PCNs-Parent Country Nationals:

The home Country where the firm is Headquarter employs the employees from
their own Country who are Expatriates.
TCNs-Third Country Nationals:
Other country nationals, which may be the source of Labour, finance and other
inputs. Sometimes the parent Country establishes its business in one country
(host), and employs professionals from the third countries for saving Costs and
other business reasons.