 In this topic and the coming few topics we are going to discuss the last chapter of the course of international human resource management and the topic is future trends in human resource management and international human resource management. We will be discussing about things which are not generally discussed under the discussion of human resources. Generally when we talk about human resource management we discuss about the various functions of human resource management which are performance appraisals, performance management, selection, recruitment, all the functions which are related with human resource management typically. But in this topic we are going to talk about those current trends and those issues which are now becoming a part of management of human resources. As because the current scenario and the environment that requires such type of topics to be discussed and those particular areas are important in human resource management particularly in international human resource management. So what are those? Let's take a look. So topics which are not generally discussed in the international human resource management literature but they are very much important in managing human resources particularly in the international environment. Those are number one international business ethics. So you know that business ethics is an emerging domain. It is something which has taken importance post millennium before the 2000 this was a topic which is not much discussed in the business management literature. But after 2000 and onwards because of certain scandals business scandals like Xerox like Exxon those type of ethical scandals they led to the discussion of business ethics in business management literature and therefore in international business management literature as well. So international business ethics is also an important topic and because ethics is something which is related with human aspect which is related with the social aspect therefore it comes under the domain of human resource management. Then an important topic which is usually it is not given that much importance is the mode of operation. Mode of operation is very much important in determining the strategy and in determining the working of a subsidiary or the working of an entire international business of a multinational. So for example if it is a family business then the mode of operation of that particular company is going to affect the way human resources are managed over there. So for example if it is a family business the top level management usually is going to belong to the same family. So the social and the familial ties which exist between people of that family they are going to definitely affect. So if you have to select a board member in a family business it is going to be the familial and familial relationship the kinship relationship which is going to determine whether the person is going to become a part of the board of directors or not. It is also possible that some family businesses they may employ a certain type of merit criteria to appoint these members but in family businesses people who are part of the family they have a different kind of input and they have a different kind of place and position in family businesses. And family businesses although it is something which is not given that much importance 95% of the world's top businesses are family businesses actually. For example Samsung is a family business for example other major companies they are owned as family businesses. So that is one of the important aspect which is not generally discussed in the general human resource management literature. Then is the another aspect of human resource management is the role of NGOs. So there are many NGOs which work in the entire world which actually affect the way things are managed in organizations. So NGOs they put kind of pressure they create pressure groups for management of human resources in organizations. For example they create pressure groups for equal employment opportunity they create pressure group for female representation. They create pressure groups for child labor they can create pressure groups for discrimination of people based on ethnicities or language or color. So there are various different NGOs which can create a certain kind of pressure group on an organization and therefore affect the way human resources are managed in that organization. And finally one of the most emerging aspect which is very much related to management of organizations as well as it is related to human resource management that is contributing to safety and security and dealing with terrorism. You know that safety security and terrorism they have become one of the most discussed topics in general affairs as well as well in academics. Because it is something which has given the world a new landscape. This is a new way of warfare previously wars were fought on battlefields. Now wars they are fought through these kind of terrorism tactics and that is how certain groups and certain people are able to dominate the world's landscape. So this is something which is an emerging trend an emerging issue which needs to be dealt from various different levels of the society. So organizations because they are a part of the society and because they employ a huge amount of people and they contribute to various different inputs and outputs of the society organizations. They are affected and they have to take measures in order to control and in order to respond to these kind of threats and these kind of issues which are created because of these safety and security issues the issues of terrorism. So we are going to discuss international business ethics in detail and the topic about safety and security in detail in the next topics. This type of functions of human resource management they are considered to be in Japan they are considered they are they are called the general affairs of the organization. And because general affairs of the organization for example if you have to deal with ethics if you have to deal with the type of business it is owned if you have to deal with people coming from NGOs if you have to deal with terrorism and safety and security. So you have to ensure the safety and security of people and you have to ensure the ethics of people and you have to try to ensure that people show their ethics. So these are the key functions of human resources and in Japan these functions are called general affairs. So this function of human resource management and dealing with these kinds of issues in Japan is called human resources and general affairs. This is an emerging phenomenon in the rest of the world that human resources is not just human resources they also manage the general affairs such as ethics and security and terrorism issues. The reason for this is because the human resource management department they are expected that they will be the first line of defence with unpredictable and emergent issues from the many and varied environments and constituency groups that make up the complexity of the multinational organizations. So it is expected that the human resource department because all these aspects, problems, issues they are all related to dealing with people. So because it is something which is related to dealing with people so it is expected that the human resource department to deal with these issues it will be your first line of defence. They will be taking the first line of defence actions to take charge of these problems and issues as they come up. So in the coming topics we are going to discuss case studies in which you will also see that how human resources they have to be involved in looking after these various issues of the organization. So that means that these external aspects and internal aspects they have to be inbuilt into the human resource management function and practices of the organization. So that means that it has to drive the strategy of the organization. So the way organizations human resources are managed so the strategic management is going to be determined by these issues which occur in the environment or inside the organization. So if you remember that in the first chapter in the first few topics we had discussed a strategic model of international human resource management. So I am going to go back to that model so that now you can put these topics in place in that particular model. So in this model this is a strategic human resource management framework in the multinational so you can see that the contributing factors are the external factors and then the organizational factors. And in external factors you try to analyze through pest analysis then the organizational links with other multinational and with national groups then asymmetric events and environmental dynamics. So asymmetric events are environmental dynamics. These are the for example if there is a national calamity if there is a if there is a terrorist attack that is an asymmetric event. Then environmental dynamics how ethics are managed in a particular organization in a particular environment or culture and all these things they all fit into these external factors. And then when you come to organizational factors the multinational balance of global integration and local responsiveness the multinational structure firm size and maturity multinational strategy corporate governance headquarters international orientation multinational culture. So for example if mode of operation for example if the type of organization if it is a family business that has to be dealt with. So that is going to contribute from the aspect of multinational structure that is going to contribute from the aspect of firm size and maturity. So a family business if at what level of maturity it is it is going to determine how the human resources of that family business are going to be managed. And similarly the corporate governance aspect particularly in family businesses that is something which is very important because corporate governance is something which is lacking in family businesses. And similarly multinational culture which comes from the way ethics is managed the way business is managed the way people feel safe and secure in the organization so all of these things they then translate into the multinational culture. So all these things they are a part of these external and organizational factors which then are that they lead to the human resource function which generates the global corporate HR role the HR practices the crisis management and coordination and that is something which leads to multinational performance which is financial and social performance and the enterprise resilience. So all these factors they fit into the strategic HRM model of multinational and therefore all these things ethics mode of operation safety security all these things they need to be managed from a perspective of human resource and a strategic perspective has to be adopted in order to manage these additional aspects of human resource management.