Harish Kukreja (2009)
International Human Resource Management (with case studies)(1stEdition)
Surendra Publications, Ansari Road, Daryaganj, New Delhi
Price:  Rs. 950/- Pages: 285 (Hardbound)

Globalization of business is now having its effects not only on the business of developed countries but also the developing and the marginally developed countries. The consumer almost anywhere can now pick and choose products and services of world class quality, at the right price and at the right speed of delivery.
This book on “International Human Resource Management” authored by Harish Kukreja starts with an introduction to the present global business scenario, where there are multinational enterprises (MNEs), whose turnover is often more than the annual outlay of some of the smaller countries of the world. Different forms of international HRM practices in MNEs, depending upon the types of operations they are involved in, have also been included in the introductory chapter.

Besides the first introductory chapter, there are eight other chapters in the book. Broadly speaking, the first five chapters, including the introductory chapter, deal primarily with international business environment and the remaining four chapters focus more on management of international human resource. In the area of strategic international human resource management it has been visualized by the author of the book that the multinational firms should regularly carryout an environmental analysis including scanning of the environment and thereafter formulate their own global strategy. The HR strategy of the firm will then result from their global strategy.

The book next elaborates on cross-border-mergers, acquisitions, joint ventures and other forms of strategic alliances. The main focus is on the role of international HRM in the implementation these internalization strategies.  Country culture and MNE culture are the other discussed themes in the book. In it the challenges encountered in managing human resource from different countries having different cultures and languages, including the effects of different cultures existing in different MNE, is brought out.  Next, global employment law and labour relations are discussed. Here, the book tells us about the labour laws followed in different countries and the role of UN and ILO in influencing these laws in terms of Human rights and labour standards.

Global ethics and labour standards is next topic discussed. Here, the values and practices of multinational enterprises while conducting their business outside their country of origin is dealt with; specially on matters where employment practices that are illegal or viewed as wrong in their home country but are legal and acceptable in a host country. The next chapter is on global workforce planning for forecasting and staffing of MNE. Here, the process followed by MNE for finding staff from the global labour market in whatever location they decide to operate is elaborated.

Lastly, the book discusses about staffing problems in the global enterprises and selection process of international assignees. Here the staffing process followed by MNE in their home country and in the host countries is explained. The staff is categorised as parent country nationals (PCN), host country nationals (HCN) and third country nationals (TCN).

The book could include  a chapter each on “International Compensation, Rewards and Benefits”,  “Training and Development” and “Performance management in International Scenarios”, to make it more useful to its readers. It is also felt that the book is not correctly structured to meet the students’ current academic requirements. The content of some chapters are found to be either overlapping with the contents other chapters or are not properly sequenced, thus creating gaps in information provided. Though the title of the book is “International Human Resource Management (with case studies)”, no case studies as such are found included to be in the content of the book.

The book on the whole is readable and can provide some information to students of International HRM. However in its present state it may not be useful as a text book until its content is made more comprehensive and it goes through a thorough revision.

S B Sengupta
Asia-Pacific Institute of Management, New Delhi.
E-mail: satya@asiapacific.edu