International Human Resource Management Assignment Sample

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Introduction

In the current business environment, it can be seen that companies are establishing their business at the global level. In this, the main purpose of the company is to expand its business. In this, it is not matter whether company is operating at the national or international level, the need of human resource management is equal at the both levels. In this, when human resource management activities are conducted at the international level, then it is known as the international human resource management (IHRM) (Harzing and Pinnington, 2010). IHRM can be determined as a set of the activities that has aim to manage the organisational human resource management at the international level. This report is aimed to analysed the issues and challenges that are faced by the multination firm in the in the context managing human resources at the global level. In the reference of this, this report first discusses that challenges and issue faced by the multination firms as international human resource management. After this, it discusses the strategies and suggestions to overcome the issues. Hence, it can be said that this report enhances the understanding and knowledge on the international human resource management (Briscoe et al., 2012). 

International Human Resource Management Assignment

Human resource management in Multination organisations in the global landscape

According to human resource management focuses on the firm’s work system and employment practices. It includes and concerns on the both aspects of the people management including the individual and collective aspect.  HRM plays a significant role in managing the human resource in the context of the employees’ potential, employee’s behaviour and approaches and beliefs. In the organisation, the main function of the human resource is to cover the human resource diversified activities related to human resource. In the current business environment, most of the companies are engaged in expanding the business at the global level and get benefits of the concept of the globalisation. It has become the business trend to manage the human resource activities at the global level. In the views of Armstrong and Taylor (2014) International human resources management is a process of the allocation, utilisation, procurement, motivation to the employees at the global level. The effort and strategies of the IHRM determine the success of the operation of the company at the global level. Moreover,

Challenges and issue faced related to

The one of the main issue or challenges that is faced by the HRM at the global landscape is culture and people diversity. It influences the HRM and success of the company in the global business operation. In this, it is found that when companies operate at the global level then companies have to hire the employees from the different culture and religion. Due to this, main issue raise front of the human resource management that is culture diversity. In this, employees start to develop different group according the different culture and religion that is why the communication process among the employees decreases. It is because one person a culture cannot communicate with the other person that belongs from the other culture (Boxall and Purcell, 2011). 

At the same time, it is also found that political factor is also a challenging aspect for the HRM. It is because each country has the different rules and regulations in the context of the human resource and employees. Due to this, HRM cannot develop the same strategies for the each country. Hence, it is issue to develop the different plan and strategy for the each country. In the same concern of this, Bratton and Gold, (2017) stated that the legal system of the country also plays an effective role in developing and managing the human resource activities. But, during the developing and managing the human resources strategy, it is found that companies see the different characteristics of the legal system.

At the same time, it is also found that the when a companies is planning for establishing the operation in the foreign company then the company faces the issue of the selecting the right person for a foreign operation. It is always a challenging aspect of the company to select the right person for the right position. The situation is become more critical when there is two and more person in the list and all of these are capable. Hence, in this kind of the situation, manager faces issue in selecting the best person who can perform best in the role (Wright and McMahan, 2011).

At the same time, when a company hire or select the one person for the international operation then one issue also raise as adjustment of employee and its family. During the selecting an employee for the international operation, companies are responsible for adjustment of the employee and its fatality in the foreign. In this, it is also found that it is not easy for the HRM to manage the all the needs of the employee and its family in the foreign. Due to this, most of the companies prefer to select an employee that is from local area (Bailey et al., 2018).

Language and communication is also an issue in the international human resource management. In the world, each country has the different language and communication process. Due to the different language, it is difficult for the multinational companies to maintain the effective communication system at the workplace. Typically, it can be seen at the workplace, local employees and a group of the person from the same religion like to communicate in their own language. Due to this, it is difficult of other person to understand and communicate with the other person at the workplace (Alfes et al., 2013). In additionally, it is also found that lack of the effective leadership skills and talent also creates the issue in the managing the human resource activities at the international level. In this, it is found that sometimes, in the international business process, the skill of the leader also plays a significant role in managing the activities of the HRM at the global level. But, the lack of the effective leadership quality in the management of the human resource at the workplace leads to various issue and challenges at the workplace. Due to this, management is unable to maintain the human resource activities effective that raises the conflicts at the workplace (Guest, 2011.   

Strategies and suggestions to overcome the issue

Effective cross culture management – In order to manage the human resource activities at the international level effectively, there is a need of the application of the effective cross culture management strategy. In this, the IHRM should develop the effective strategies that can help the companies to manage the cross culture activities. The HRM should hire the employees and provide training to them on the cross culture management. In regard of this, employee should also support the employees in the managing effective cross culture management (Aswathappa, 2013).   

Short term international strategy – In order to manage and improve the human resource management practices in the organisation, it can also be suggested that companies should also develop short term international HRM strategy. It will be helpful for identifying the effectiveness of the short term HRM strategy in the international operation. Moreover, it is also found the companies should also discuss the HRM strategy and plan with the employees so they can also understand the aim and objectives of the HRM. Moreover, it is also analysed that companies should also get the feedback and opinion from the employees (Renwick et al., 2013).

Training and development – It is one main the main and effective suggestion for the companies that are operating at the international level. In this, it is found that human resource management should develop the training and development program for the new employees in which, new employees will be provided the special training on the organisational culture and rules and policies. Moreover, it is also found that companies and human resource manager should also concern on the employees needs and try to provide the effective working environment to them (Brewster et al., 2016).

Use of the common language – The multination companies should provide the strict guidelines regarding the use of the language at the workplace. In this, management should inform the employees as for using a common language at the workplace to communicate with the each other. HRM should declare for the using the English language at the workplace. It is because English is an international language and applies at the each country. It will be helpful overcome the issue of the communication at the workplace.

Improve the leadership quality – In order to manage and improve the HRM practices at the workplace, the multinational companies should also hire and select the skilled leader at the workplace. In this, the management and top level management should focus on the manager quality and skills. They should ensure that their IHRM and leader should able to handle the HRM activities at the international level (Buller and McEvoy, 2012). Moreover, it is also found that companies should provide effective tanning and facility to HR manager to improve them self.

Conclusion

From the above discussion, it can be concluded that HRM plays the role of the backbone in the success of the company. In the international business operation of the companies, companies have to maintain the human resource activities in the effective manner to get the success from the business activities. Moreover, it is also found that multination companies also face the some issues at the global landscape in the context of the human resource management. In this, it is analysed that cross culture, lack of the effective leadership, selection of the right person, adjustment of the needs of the employees and its family, different foreign rules and regulations are some the main issues that are faced by the IHRM. At the same time, it can also be summarised that there are some suggestions for the companies and IHRM, by the consideration of them, multinational companies can manage IHRM activities more effectively. For this, it suggested that companies should adopt the  effective cross culture management, short term international strategy, training and development, use of the common language, and improve the leadership quality strategies.

References

Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management24(2), pp.330-351.

Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.

Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. Oxford University Press.

Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Macmillan International Higher Education.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.

Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management: Policies and practices for multinational enterprises. Routledge.

Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review22(1), pp.43-56.

Guest, D.E., 2011. Human resource management and performance: still searching for some answers. Human resource management journal21(1), pp.3-13.

Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.

Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews15(1), pp.1-14.

Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal21(2), pp.93-104.
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