Unit V: Employee Safety/ Health and International Human Resource Management

Employee Safety and Health

Need for Employee Health and Safety

Ensuring the health and safety of employees is essential because:

Legal Provisions for Employee Health and Safety in India

Measures to Promote Employee Health

International Human Resource Management (IHRM)

Meaning of IHRM

International Human Resource Management (IHRM) refers to managing HR functions such as recruitment, training, compensation, and performance across international locations. It deals with managing a global workforce effectively.

Key Functions of IHRM

Challenges in IHRM

Purpose of Employee Safety

Employee safety refers to creating and maintaining a safe work environment to protect employees from injuries, illnesses, and workplace hazards.

✅ Purpose of Employee Safety

Accidents: Causes and Prevention

✅ Causes of Workplace Accidents

Prevention of Accidents

Effective Safety Management

It’s the process of planning, implementing, and evaluating policies and actions to ensure employee safety.

✅ Key Elements of Effective Safety Management

Legal Provisions for Employee Safety in India

✅ Important Laws

Example Scenario : A worker in a steel factory gets injured due to a faulty machine. The company had not conducted a routine check for 6 months.

• The accident occurred due to mechanical failure and lack of supervision.
• The worker is entitled to compensation under the Workmen’s Compensation Act.
• The factory may be penalized under the Factories Act for negligence.
• An effective safety management program could have prevented this by regular maintenance, training, and inspections.

Basic Principles Governing (IHRM)

International Human Resource Management (IHRM) is about managing human resources in multinational companies across different countries and cultures. The following basic principles guide IHRM practices:

1. Understanding Cultural Differences

• Every country has its own work culture, communication style, and values.
• HR policies must respect these cultural differences.

Example: In Japan, group harmony is important, so teamwork is encouraged. In the U.S., individual performance is valued more.

2. Legal and Regulatory Compliance

HR practices must comply with the labor laws, tax rules, and employment regulations of the host country.

Example: A company operating in France must follow strict labor rules about working hours, minimum wage, and employee leave.

3. Effective Communication

• Use clear, respectful, and culturally sensitive communication.
• Language barriers must be handled through translators or training.

Example: Global HR managers use English as a common language but also provide communication tools in local languages.

4. Standardization vs. Localization

Balance between maintaining global HR policies (standardization) and adapting them to local needs (localization).

Example: A global policy might require annual performance reviews, but the format and timing may vary country to country.

5. Talent Acquisition and Retention

Attract and retain skilled employees by offering competitive compensation and career growth across countries.

Example: An MNC offers international training programs and career advancement for top performers in all regions.

6. Global Leadership Development

Focus on building leaders who understand and adapt to different cultures and global business environments.

Example: Sending managers for international assignments to develop global leadership skills.

7. Ethical and Social Responsibility

Follow ethical practices in hiring, wages, working conditions, and respect human rights.

Example: Avoiding child labor in supplier factories and ensuring equal opportunities for all employees.

8. Safety and Wellbeing of International Employees

Provide health insurance, safety training, and support to expatriates and their families.

Example: Providing housing, medical insurance, and cultural orientation to employees sent to foreign branches.

9. Adaptability and Flexibility

HR policies should be flexible to respond to changing global situations (e.g., pandemics, political instability).

Example: During COVID-19, companies switched to remote work and updated health policies globally.

10. Efficient Expatriate Management

Select, train, and support employees who are sent to work in foreign countries.

Example: A manager from India going to Germany gets training in German language and work culture