International Human Resource Management: A Comprehensive Report

This report delves into the realm of International Human Resource Management (IHRM), examining the critical issues, concepts, and theories that shape the field. It explores the impact of globalization on multinational companies and the significance of strategic HRM in achieving organizational goals while ensuring employee well-being. The report discusses the data collection and analysis methods used, focusing on secondary data from journals, and highlights the interaction between employers and employees in a global environment. Key findings reveal the challenges of balancing profit requirements with employee needs. Furthermore, the report provides valuable insights into how this research study contributes to the existing knowledge of IHRM and offers recommendations for future research, particularly in light of the increasing trend of multinational companies. The study underscores the need for managers to carefully navigate human resource management practices to foster a peaceful and cooperative work environment.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International human resource management
Name of the student:
Name of the University:
Author note:

1INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Student Name:
Student ID:
Tutorial (Day & Time):
Topic: International human resource management
Author(s):
1 Boxall
2 Peter
Etc.
Year of publication: 2014
Volume, Issue, Pages: Vol.56(4), pp.578-
593
Title of Article:

2INTERNATIONAL HUMAN RESOURCE MANAGEMENT
The future of employment relations from the perspective of human resource
management
Title of Journal Publication: The future of employment relations from the perspective of
human resource management
Identify at least three key issues, concepts (ideas), propositions or theories that have
been discussed in the literature review. How have these issues informed or influenced
the current paper and its research questions? (Paraphrase – i.e., use your own words)
1. Human resources have been mistaken since ages to be the people working in an
organization rather than the qualities and capabilities possessed by the people.
2. International human resource management has been a difficulty in the multinational
companies as they involve a global environment.
3. Globalization has increased the level of competition among the similar companies and
in order to remain competitive, it has become necessary to focus upon the efficiency
of the human resources. The companies producing more or less same products and
services are able to distinguish themselves from others on the basis of the efficient
utilization of human resources.
Etc.
Discuss the data collection and analysis methods:
Secondary data collection method has been used here in order to understand the relation between strategic
international human resource management and the employee- employer relationships.
Narrative and comparative methodology has been used for interpreting the secondary data. The secondary data
has been obtained from journals.
Who was studied in this research?(Paraphrase – i.e., use your own words)
The interaction between the employer and the employees was studied in this research in order to understand the
importance of human resource management. The increase in the globalization and the rise in the number of

3INTERNATIONAL HUMAN RESOURCE MANAGEMENT
multinational organizations have increased the importance of international human resource management.
International human resource management helps the organizational managers to manage the diverse culture and
global environment within the organization and keeping the employees satisfied.
List and describe the research findings: (Paraphrase – i.e., use your own words)
The major challenge in international human resource management is to construct a theory that shall help the
organizations to meet their profit requirements along with fulfilling the needs of the employees and maintaining
their well- being in the longer duration.
Strategic International HRM shall help the managers in managing the human resources in such a manner that it
complements the long- term objectives of the organization along with ensuring the expected outcomes.
How has this research study contributed to knowledge ofyourchosen topic?(Paraphrase –
i.e., use your own words)
This research study has provided an in depth knowledge of strategic international human resource management
and has provided a better understanding of the issues associated with it.
International strategic HRM deals with the issues of underutilization and overutilization of the capabilities of the
human resources in the multinational companies. Strategic HRM refers to the managing the human resources in
such a manner that it complements the long- term objectives of the organization along with ensuring the
expected outcomes. Nowadays, the countries have become more economically interdependent on the other
nations and the loss of control of government on the flow of capital and technology has given rise to
international companies. Globalization has increased the level of competition among the similar companies and
in order to remain competitive, the need for strategic international human resource management has arisen.
What suggestions/recommendations are made for future research: (Paraphrase – i.e., use
your own words)
With the increase in the globalization, a majority of the organizations are turning into international business. The
increase in the trend of multinational companies shall have both positive and negative impacts on the human
resource management. Therefore, the researchers shall be required to find the ways in which the managers can
become more careful while managing its human resources so that an environment of peace and co-operation can
be maintained within an organization.

4INTERNATIONAL HUMAN RESOURCE MANAGEMENT
References (Using Harvard referencing style)
Boxall, P., 2013. Mutuality in the management of human resources: assessing the quality of alignment in
employment relationships. Human Resource Management Journal, 23(1), pp.3-17.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management.
Kogan Page Publishers.
Chadwick, C., Way, S.A., Kerr, G. and Thacker, J.W., 2013. Boundary conditions of the high‐investment human
resource systems‐small‐firm labor productivity relationship. Personnel Psychology, 66(2), pp.311-343.
Della Torre, E. and Solari, L., 2013. High-performance work systems and the change management process in
medium-sized firms. The International Journal of Human Resource Management, 24(13), pp.2583-2607.
Frick, B.J., Goetzen, U. and Simmons, R., 2013. The hidden costs of high-performance work practices: Evidence
from a large German Steel company. ILR Review, 66(1), pp.198-224.
Marescaux, E., De Winne, S. and Sels, L., 2012. HR practices and HRM outcomes: The role of basic need
satisfaction. Personnel Review, 42(1), pp.4-27.
Nienhueser, W., 2013. Societal prerequisites and consequences of human resource management. Management
Revue, 24(1), pp.5-11.
Soane, E., Shantz, A., Alfes, K., Truss, C., Rees, C. and Gatenby, M., 2013. The association of meaningfulness,
well‐being, and engagement with absenteeism: a moderated mediation model. Human Resource
Management, 52(3), pp.441-456.
Sterling, A. and Boxall, P., 2013. Lean production, employee learning and workplace outcomes: a case analysis
through the ability‐motivation‐opportunity framework. Human Resource Management Journal, 23(3), pp.227-
240.
Truss, C., Alfes, K., Delbridge, R., Shantz, A. and Soane, E. eds., 2013. Employee engagement in theory and
practice. Routledge.