International Human Resource Management and International Labour Law : A Human Resource Management Accounting Approach

In globally managed companies International Human Resource Management is more and more understood as coordination instrument, which uses finance oriented instruments as the International Remuneration Management System with stock option programs and the Berlin Human Capital Evaluation Model for the assessment of performance and remuneration of branch managers and leading positions. How to assess international human resource decisions legally, calculate them financially and communicate them culturally In globally managed companies International Human Resource Management is more and more understood as coordination instrument, which uses finance oriented instruments as the International Remuneration Management System with stock option programs and the Berlin Human Capital Evaluation Model for the assessment of performance and remuneration of branch managers and leading positions. International staffing decisions are supported by the International Human Resource Controlling and an International Human Resource Information System with the help of web-based tools. These information instruments are necessary for the recruitment of international managerial staff and their delegation in the context of personnel development programs worldwide. In order to avoid mistakes when delegating employees, it is recommendable to point out the social security law, especially pension and health insurance issues to them at an early stage. It will become a standard in International Management to train employees and managerial staff on legal issues on the range of topics of Diversity Management and to sensitize them for European Labour Law and International Law. The delegated person can obtain information on their country of delegation via country profiles and at the same time learn the necessary language skills.