Cultural Issues Faced by IHRM in Global Business Expansion

6003 International
HRM

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Cultural issues faced by the IHRM when planning to expand business globally.......................3
IHRM issues faced when expanding business globally by UK..................................................6
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
International human Resource Management (IHRM) is the management of the different
activities of human resources globally or at an international level. It includes activities like
recruitment, selection, providing training, etc. All these activities are managed at an international
level. The additional activities performed by IHRM is expatriating, managing, making plans for
global succession, etc. for functioning globally, organisations have to consider the management
of cross culture by updating their activities of HR. There are many factors which are considered
by the organisation when they deploy or engage staff in different regions or country (Mullins,
2018). The factors to be considered are laws, tax regulations, culture, etc. therefore it is
important that organisations indulging themselves with international assignment must have a
clear object and purpose for it. The current report highlights various aspects of HRM issues and
culture which are needed to be taken into consideration by the IHRM when they plan on
expanding their business globally along with its advantages.
MAIN BODY
Cultural issues faced by the IHRM when planning to expand business globally
The IHRM is basically related to the management of HRM activities into an organisation
at an international level. There are many activities which for which IHRM is responsible like:
recruitment, performance management, training and development, selection, remuneration, all at
international level (Doellgast and et. al., 2018). The other additional activities of the IHRM
includes: planning for the global succession, activities of international industries, expatriating,
etc. there are three approaches on to which the IHRM focus upon. They are: cross culture, focus
on the multinational enterprises and the comparative IHRM.
In recent times, the globalisation of businesses have increased rapidly and so the role of
IHRM have extended to making of decisions, making inter cultural negotiations and cross culture
communication (Schmidt and et. al., 2018). Therefore the managers need to work upon building
their understanding for global activities to be performed by them so that the future conflicts can
be prevented. The major conflict that can be faced would be related to cultural difference with
various new policies and different work environment.
There is a wide range of difference in the culture of UK and that of Japan due to which
there are possibilities that IHRM faces many challenges and issues in the operations of the