Claims:CLAIMS

1. PRESENT SCENARIO OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN THE INDIAN COMPANIES consist of Multinationals, Economies, Internationalization- Strategies, HR Strategies etc.,

2. PRESENT SCENARIO OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN THE INDIAN COMPANIES of claim 1, wherein said that gives a broad overview of HRM in India.

3. PRESENT SCENARIO OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN THE INDIAN COMPANIES of claim 1, wherein said The personnel function in India began in the 1920s with concern for factory workers.

4. PRESENT SCENARIO OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN THE INDIAN COMPANIES of claim 1, wherein said outlined India's people-management policies and practises.
5. PRESENT SCENARIO OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN THE INDIAN COMPANIES of claim 1, wherein said that the To attract MNCs, the country must invest heavily in capacity building.
, Description:Descriptions:

When a company sends its employees to another country, it is more about human resource management. People and training and development are two of the most important things for this company to excel at. To find the best people to work in other countries, employers must consider the entire family, not just the employee. Many people's spouses or families who accept international assignments dislike the new environment because they don't know how to adapt. As a result, the employee and his family should begin learning a new language months in advance of their departure. Every aspect of the trip, including visas, must be completed prior to departure. Aside from that, the employees' children must be enrolled in school, and health care must be available at their new workplace. Furthermore, numerous companies require a convinced percentage of the employees from the country in which the company is based, with exceptions typically made for senior management. An Overview of the Most Important Tasks of International Human Resource Management. In this section, we will discuss the five major components of international human resource management:

1. First and foremost, there is the selection and hiring process.

2. Two of the two things that happen are the development of new products and the creation of educational materials.

3. How a person perceives himself or herself

4. This category includes benefits and pay.

5. The working relationship between management and employees. This is the fifth point to discuss.

People from different countries collaborate to manage their human resources in international human resource management (IHRM). The globalisation strategy of an organisation has a significant impact on how it manages its international staff. International human resource management is heavily influenced by many things. Ethnocentrism occurs when a company attempts to run its operations in other countries using its own methods. A "polycentric" approach to viewing the world is used, which is based on local traditions and practices. Geocentric or global approaches, on the other hand, generate practices that are applicable across borders.