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Intensive None Limited High  components

Internal equity Must be absolute and Limited. Must reflect Fair. Must reflect normative. Must integrate balance of power job value and seniority and diplomas among functions performance

Benefits Highly formalized and Formalized and Informal and Common throughout personalized personalized the organization

Providing job Must be absolute Fair Minimal security

Career Strict and objective Develop bridges Reward high Development rules and procedures between functions to performers through must be established for improve organizational rapid promotions

promotions and integration

career developments

A joint venture involves two or more legally distinct organization, each of which shares in the decision making process of the jointly owned entity. Joint venture is considered international when one of partner in headquartered outside the venture’s country of operation or the joint venture has significant level of operation in more than one country.

Human resource management in Joint Venture encounters many problems because the presence of two parties – two cultures simultaneously. Since different cultures exist in the partnership, an understanding of the impact of culture on managing is critical to the study of joint venture management. If international managers do not know something about the culture of the local country they deal with, the results can be quite disastrous.

Motivation also contributes to the success of International human resource management. Abraham Maslow proposed five levels of human needs. The essence of this theory is the satisfaction of human needs, which occur in hierarchical order ranging from the lowest level of survival to selfactualization at the top of the hierarchy. Before people are motivated to attain higher level needs, their lower-level needs must be fulfilled.

While considering the motivation level of employees of the joint venture, the human resource manager has to take into account the following issues:

Current living standards

Cultural characteristics of the country

Relationship among people in group and individual level

Sentiment and emotional aspect of the people

Language

And redefine the elements of hierarchy of needs to meet the country’s environment.

In most of the cases we follow reactive attitude in addressing a problem. And sometimes it is also different to perceive the problem well before it occurs, hence human resource manager has to follow a flexible procedure continuously identifying and developing the system to upkeep the organizational tempo. Very recently, a lot of Western investors invested in Asian countries and some of them are facing problems in keeping up the organizational tempo and balancing cultural gap and meeting the needs of both local employees and headquarter.

To become successful in any organization communication process is also very important. The process does not consider only the verbal aspect of the communication; it covers the tone of the communication also, which depress the local language of the organization as a whole. All human relations depend on the ability of the human resource manager how he/she communicates while being seen or being behind the veil. Sometimes language barrier and hesitation of people and lack of competence in expression creates a lot of problem. Hence a clear collaborative and caring culture is necessary to any international ventures to be successful.

As competition among companies grew companies became more concerned about loyalty of the stakeholders. This loyalty gets translated in terms of protection of patents, technology etc. Employees are the users of information and different facilities of the company and human resource manager has to ensure a culture of self-reliance and a feeling as if the company is her/his family. Thus this issue also the important aspect of human resource management in multinational joint ventures.

The most important dimension of human resource management is managing cultural differences. When an organizational entity enters into a new country, it gets exposed to a new culture, new setup, new people etc. The human resource manager must balance the things, has to be the charge agent while considering the following things:

Cosmopolitanism

Intellectual communication

Cultural sensitivity

Effective intercultural performance

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