Developments leading to International HRM Perspective

International Human Resources Management (IHRM) has developed over the years due to various factors such as globalization, advances in technology, changes in business practices, and the need for organizations to remain competitive in the global marketplace. Here are some of the key developments that have led to the emergence of the IHRM perspective:

Globalization: The increasing interconnectedness of the world’s economies has led to the expansion of multinational corporations, which in turn has led to a greater need for managing employees across borders.

Advances in Technology: Advances in communication technology have made it easier for organizations to manage employees across different geographical locations.

Changes in Business Practices: The trend towards outsourcing and offshoring has led to the need for managing employees across different cultures and legal systems.

Increased competition: The need for organizations to remain competitive in the global marketplace has led to the need for effective management of human resources across borders.

Diversity and Inclusion: The recognition of the importance of diversity and inclusion in the workplace has led to the need for managing employees from different backgrounds and cultures.

Legal and Regulatory Frameworks: The development of international legal and regulatory frameworks has made it necessary for organizations to comply with a range of laws and regulations when managing employees in different countries.

In summary, the development of IHRM has been driven by a range of factors that reflect the changing nature of the global economy and the need for organizations to manage human resources effectively across different cultures, legal systems, and geographical locations.