International Human Resource Management Assignment Sample
Introduction
The management of international human resources or IHRM is being defined with the ser of some activities which have an aim to analysis the human resources management based on the international platforms. The process has an aim to meet the objectives of an organization and also manage all its resources at the level of an international market. The organizations on an international level also find their competitive advantages through several of their HRM practice and policies on a national and international level. The HR practice on an international level makes provides the security of top levels of talents and gives stronger points of business. They are also helpful to retain old employees and providing training to the new ones. It also provides benefits to the big companies and also helps support the big level of companies. Various HR practices also are helpful to find various strategies for a company to handle those situations which are full of risks. They also have better time management policies. It also adds long and short-term HR plans to maintain a better corporate strategy and CSR policy. The HR practices at the international level also improve the skills and performance levels of the employees. The HRM in the international market is also based on various business strategies which will improve the reputation of a certain organization in various countries. They also help support the development of the brand of a product or service on an international front. A good HR practice on an international level also helps support the development of all those strategies which make the customers satisfied with their product and they also develop and create an ethical and safe place of work for all levels of employees. The best level of HR practice on the international level also develops various links with positive demand and supply chain and makes the strong position of the company in the market.
Discussion
The HRM practices at the international level are different in the liberal market and coordinated market economies. In the liberal market economy, the companies and firms depend on the market competition and have an access to various levels of finances and all the labor and implementation of various technologies. In the liberal market, all firms also rely on those arrangements, which are collaborative and are connected with various trade unions and business associations (De Cieri et al., 2021). On the other hand, the coordinated market economies are linked with the formal type of institutions and regulate the market. They also coordinate the market by having interactions with various firms and their all customers and suppliers including all investors and all employees. The coordinated market economies are Austria, Belgium, Finland and Norway, and Germany. Whereas the Liberal market economies are Australia, the UK, and the US including Canada. The best HR practices in the liberal and the coordinated market economies provide better security to all employees. They are also in the selection and hiring of correct candidates in their organizations. They also create a better environment for all employees and provide better knowledge and tools to all employees and also provide training the new people. The HRM in these economies is also supportive of proper coaching and progress for all levels of employees. Among all HR practices, the employee retention policy is different in a liberal economy or an economy like the US. In such economies, the employees are been motivated to work and perform well at all levels. In liberal economies like the US, the employee retention rate is near about 90%. A liberal economy like the US spends more on the investment in the career of the employees. The employees are given all needed support to progress and their all needs are covered by the HRM. In these economies, there is a good interlink between the employees and the HRM (Soomro and Ahmed 2021). All contributions of all levels of employees are being recognized and they all are given benefits of all. The employees are also being given better support from all parts of the organization and the HRM. The skill development process for all the employees is also being set by various organizations of a liberal economy (Bourikas 2022). The employees are also given various rewards for their performance and their all creative ideas are being listened to by the seniors. The liberal level of the economy provides better satisfaction of jobs to all of its employees. They are being given all support to motivate them to give a better performance and work service to the company. The employees are also being given training several times to make improvements in their work. The employees are being retained based on their leadership skills and their skills of managing a team if needed. The leadership skills inside an employee are being seen through several of their other level of qualities. They are also being given various scopes for their growth in the organization. The HRM practices in the employee retention process are also being analyzed by various HR analytical tools like the people and workforce analytics and talent analytics. These analytical tools are used to analyze the HR practices through the level of talents that are working inside an organization and the number and quality of the workforce. The complete number of people who are working in an organization in a liberal economy is also being discussed (James and Barut 2021). They are also new technology implantation processes in their all business ventures. The old employees in the organizations based on a liberal economy also get support in providing all support to new technical ideas and their implementation in their business.
Figure 1: International HRM
(Source: Sukanti et al., 2021)
The coordinated economies follow their employee retention policy with their strategy to retain the old and talented employees and provide better support to all those employees who are most talented. They are also supportive of the retention of all those employees who are supportive of business collaborations. In the countries like Germany where there is a coordinated economy, the HR practices like employee retention are also based on their social security and social strengths. All family members of the employees are also given the support of health and education from various companies. They are also being treated well in protecting their health and safety matters. All wages are also being given so that they can have a better life and better future. For the benefit of the employee’s health, they are also being provided with health insurance and other health checkups facilities. They are also being given all support from their company to save their lives and the lives of their family in a sudden hazardous health condition. The companies in the coordinated economy in their HR practices are very much tactical to find and solve various internal and external disputes. They are also into making various collaborative plans for their better future. The organizations in such economies also chose various other countries for their business and international trade (Susanto et al.,2021).. The HR Practices in the international business are also based on the implementation of new policies and employment rules for the business. There is also developing good communication skills among all employees and the HR manager. All the departments inside the organization like in a coordinated economy work with better links and communication. HR makes a better image in front of the employees so that they should search for job options in other companies and organizations. They also organize various cultural programs and campaigns to provide better retention to all of their employees of all levels. The HRM in the coordinated economy is also based on adding new technical updates to their business and they also coordinate with all other companies to implement business and employment policies. HR also makes a selection of all those new employees who are much more capable to work and they are more eligible. In the case of Loss in the business and a failure of some projects the employees are givens all support to have a faith in the organization and it is also being tested on how able they are in working with challenges and problems and how much risk they can face and how various risks in the international business will be solved (Budhwar et al., 2021). The HRM in the coordinated market economies also provide their business partners and all level of employees support to face the changes that have occurred in their business operations and operations in commerce. They are also being made to bring better growth prospects to the business.
The strategy of the international HRM practices in the liberal and coordinated market economies are all being affected by various national and international institutions. They are affected by the various implementation processes of new and novel technologies in their business procedures. They are also being influenced by various new HR technology implementations which affect all employees and other parts of the business. The international HRM or the IHRM in the IT sector is also responsible to administrate various works and services of their all employees and have an experience of better work opportunities (Sharma et al., 2021). They make a selection of various local employees and employees of international levels. They also provide training to the employees and assign them their all work. They are also being affected by various social and cultural matters of different countries and they are also being affected by various government policies of different countries. In the international market, HR practices are also working on various HR analytics. These analytics work on the data-driven approach in a way to manage various workers. Through this, they maintain various data related to all parts of the business including employees and other forms of human resources. The international HR practice also works on different economic strategies in different situations. The various HR strategies in the international market are making various business-related strategies which are linked with working of high performance. They also make different strategies that are linked with various aspects of HRM like their business learning and progress. It is also based on their business rewards. The international HRM is also based on making various strategic goals of the organization based on the local and international market (Myllymäki 2021).. All the business goals should also have a proper outcome and there is also proper planning for all talents of business. They also measure all the outcomes of HR and they are also closely connected with all company strategies.
They also calculate the various outcomes of HR in the international IT sector. The HRM is also responsible for the outcome of the overall business and the company strategy on an international level. In the international marker, the hr is also based on various cross border laws and also being affected by various company regulations which protect the workers and employees. The HRM strategy on an international level in both the liberal and coordinated market economies is also based on those policies which are based on the people who are working there and their all business processes. They also discuss the platform of business on which they are operating their all business. They also work on various partnership processes and have an attitude towards the process of solving various problems which occur in their business. The HRM also works on the organizational structure of a company and how it will perform at various levels of business. They also work on the CSR strategy of an organization on local national and international levels. The characteristics of MNC home and host country also provide the HRM a shape and share. They provide better job opportunities and also give a boost and enhancement to the local and national and international economy. They also provide more revenues from the TAX from various companies. They also bring new and novel technology into their overall business and add more skills to employees. They also make able the companies to stand in a competitive edge and take advantage of them. They also increase the range of products and also help support to increase their all demands. More business credibility is being obtained by them.
The HRM in the IT sector, in both the liberal and coordinated market economies, are working on various best practices of business. They are all able to make all the employees engage in their work and if they are making efforts for better performance they are being rewarded. They are also being stayed very much vulnerable to their all work. In addition, they make all their commitment fulfilled (Atkinson et al., 2021). They also ask for all clarity in case work is not done well. The HRM at the international level also makes and creates all cohesiveness based on the socio-cultural economy. They also take efforts on various projects and team management processes in their business. According to the HR, analytics of the HRM performance in an international liberal and coordinated market economy the HR strategy in various organizations is also being affected by various labour organizations and international labor standards.
The ILO or the international labor organization, which has been started in 1919, has made various international labor standards or the ILS. In this, they have mentioned that the workers in an organization have the same rights without anycast and community differences and the men and women workers also have equal rights. They all also should be more productive to work and they also should have dignity, equity, and security in their work. For a workplace, the international labor laws are also mentioning the duties and rights of various employers and employees and all other trade unions and government authorities. They are also responsible for maintaining the laws based on their all workplace and rules that have been made in their protection. The HRM practice also works on international corporate social responsibilities. They also are working on better communications with the people in the society and communities for the betterment of their all future.
At the international level of HRM strategy, all businesses are also being affected by the global pandemic of covid 19. They are all required to change many of their business strategies and rules during this time. The organization worked strongly on the retention of their various employees and they also provided work opportunities to various workers who could work remotely. The HR strategy at the international level also worked out their various corporate social responsibilities. They also started working on various health and safety for their all employees (De Cieri and Lazarova 2021). In the business sector like IT, the HRM practices also have encouraged various old employees to work again in various organizations with all new employee retention plans. They are also given the support and advice of various healthcare officers to have better health in the time of covid19. Various people are also being supported to have better medical support for their family and friends. A different type of work environment was being made and all workers were maintaining all protective measures to save themselves from the coronavirus. The post-pandemic scenario of the HRM strategy in the IT sector and other business sectors also brought various new work cultures. They have started a new work-from-home work strategy and all employees have been asked to work remotely. More remote jobs also have been produced in this sector and more employees that are new have a chance to work remotely (Datta, et al., 2021). More new data management processes also have been introduced in the business and work strategy of HRM. More of a new CSR strategy also has been added to this. Companies in the IT sector are also working on providing health insurance and financial support to those who are talented employees in this sector.
Conclusion
The HRM in the global economy has an aim to serve more customers in their business needs. The HRM strategy should add more effective employee retention plans and more of a better CSR strategy in their overall business. they should also add more customer satisfaction plans to their business strategies. The technical implementation in the HRM strategy should be more effective and more added with risk management tactics. They should also add more data processing processes to their work and they should also have regular conversations with all their employees. The HRM should be able to make all short and long-term goals for an organization and they should be focused on getting the goals on an international level. More business trends should be followed in the HRM strategy and more good interlinks with all employees should be kept. The HRM strategy in the liberal and coordinated market economy should also be able to find all weaknesses and strengths of the business and they should also be able to find all the future aspects of their business. More market research should be done on the progress of a proper HRM strategy.
References
Atkinson, C., Beck, V., Brewis, J., Davies, A. and Duberley, J., 2021. Menopause and the workplace: New directions in HRM research and HR practice. Human Resource Management Journal, 31(1), pp.49-64.
Baporikar, N., 2022. International Human Resource Management Strategies for Multicultural Organizations. In Research Anthology on Human Resource Practices for the Modern Workforce (pp. 1666-1687). IGI Global.
Budhwar, P., Malik, A., De Silva, M.T. and Thevisuthan, P., 2022. Artificial intelligence–challenges and opportunities for international HRM: a review and research agenda. The International Journal of Human Resource Management, 33(6), pp.1065-1097.
Datta, S., Budhwar, P., Agarwal, U.A. and Bhargava, S., 2021. Impact of HRM practices on innovative behaviour: mediating role of talent development climate in Indian firms. The International Journal of Human Resource Management, pp.1-26.
De Cieri, H., Sanders, K. and Lin, C., 2022. International and comparative human resource management: an Asia‐Pacific perspective. Asia Pacific Journal of Human Resources, 60(1), pp.116-145.
James, S. and Baruti, M.H., 2021. DETERMINANTS OF STANDARDIZATION AND LOCALIZATION OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN MULTINATIONAL COMPANIES’SUBSIDIARIES: A REVIEW AND IMPLICATIONS. EPRA International Journal of Economic and Business Review (JEBR), 9(6), pp.1-1.
Sharma, B. and Rahim, M.A., 2021. TQM and HRM: an integrated approach to organizational success. Journal of Comparative International Management, 24(1), pp.27-41.
Soomro, N. and Ahmed, A., 2021. HRM Through the Lens of an Academic Policy Maker: An Interview with Professor Dr Aamir Firoz Shamsi. South Asian Journal of Human Resources Management, p.23220937211020908.
Sukanti, L., Harto, B. and Pramuditha, P., Analysis of Relevance between International HRM and Industry Demand: A Review of Scientific Literature.
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