The expatriate managers are given the .responsibility of synchronizing different cultures while managing the human resources for a multi-national corporation in a foreign country. The culture and business environment of a multi-national corporation vary with regions and countries. ‘International human resource management’ deals with the HRM activities of a multi-national corporation. It assists the expatriate HR managers of multi-national corporations to understand the organizational culture of the MNC and the local culture of that particular country.
The functions and responsibilities of domestic human resource management and international human resource management are different in many aspects. The latter requires greater responsibility as it necessitates a greater level of coordination, risk, involvement in the personal lives of employees. . The overall findings will be concluded and some essential recommendations will be provided to overcome those challenges.
The core functions of human resources management are similar irrespective of countries and organizations. However, the difference in cultures poses certain hindrances for expatriate managers. Differences existing between the Asia Pacific, the Middle East, and the USA are difficult to assimilate. The culture of the USA is an immigrant one, along with the Native Americans many immigrants from different countries have been residing in the USA. Greet Hofstede has identified six dimensions of the cultures that vary from country to country. These dimensions are “power distance index (PDI), individualism (IDV), uncertainty avoidance index (UAI), masculinity (MAS) and long-term orientation (LTO)” (Falkenreck, 2009, p.59). Figure 1 depicts the ‘Greet Hofstede cultural dimensions of United States’. The above figure shows that high individualism characterizes the USA culture. The attitudes of people are very individualistic. The bondage among the people of the USA is quite loose. . .