International Human Resource Management

This article discusses the changing HRM trends in the international markets with a case study of Walmart. It highlights the different HR processes and safety policies that have helped the organization in maintaining the efficiency of the operations through an integrated workforce. The article also provides suggestions for the smooth functioning of the workforce.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
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1INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Trends
The changing HRM trends in the international markets have brought about significant
changes in the operations. The concerned organization, Walmart, has taken steps to develop the
processes as per the concerns faced by the employees. The different HR processes like the safety
policies has helped the organization in maintaining the efficiency of the operations through an
integrated workforce. In this connection, Daley (2012) stated that the strategic human resource
management initiatives of an organization is chiefly dependent on the needs of the employees.
Delineation of the needs of the employees and evaluation of the trends helped Walmart in
minimizing the rate of staff turnover (Marler & Fisher, 2013). On the other hand, it has helped
the organization in supporting the productivity of the same while competition with the existing
market players.
HR Practices
Walmart has taken steps to develop employee (Driver) safety policies and provided the
employees with flexible rostering, which has helped the organization in retaining maximum
amount of its workforce. It has been noted that the policies has helped the organization in
minimizing the staff turnover rate by 1.6% (Shrm.org., 2018). The imposition of the policies has
helped the organization in adhering to the strate4gic HRM practices as per the needs of the
employees. On the other hand, the imposition of the policies has helped the organization in
upholding the profitability of the same while operating in diverse global markets (Jackson,
Schuler & Jiang, 2014).
Suggestions

2INTERNATIONAL HUMAN RESOURCE MANAGEMENT
The concerned organization might face different challenges while recruiting the right
person for the job or lack of suitable AI technologies in the HRM activities. In this relation, the
concerned organization might undertake certain steps for the smooth functioning of the
workforce.
 The organization must take steps to implement suitable AI technologies in order to
uphold the smooth functioning of the systems.
 The concerned organization must take steps to develop an extensive recruitment process
relating to proper screening, personal interview and induction of the candidate in order to
recruit the right talent for the job.

3INTERNATIONAL HUMAN RESOURCE MANAGEMENT
References
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management,
120-125.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.
Shrm.org. (2018). Look ahead at HR trends for 2018. Retrieved from
https://www.shrm.org/shrm-india/pages/look-ahead-at-hr-trends-for-2018.aspx