Contemporary International Human Resource Management

This essay focuses on the developing trend towards the convergence of human resource management globally. It discusses the concept of convergence, its impact on organizations like Hilton, and the benefits and challenges associated with it. The essay also explores the role of HRM in multinational organizations and the importance of recruitment and selection processes in addressing equal employment opportunities. Overall, it highlights the significance of convergence in HRM practices and its contribution to organizational success.

CONTEMPORARY
INTERNATIONAL HUMAN
RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
BOX 1 ESSAY................................................................................................................................1
Critically analyse the claim that we are witnessing a developing trend towards the
convergence of human resource management globally...............................................................1
BOX 2..............................................................................................................................................6
REREFENCES..............................................................................................................................12

INTRODUCTION
BOX 1 ESSAY
Critically analyse the claim that we are witnessing a developing trend towards the convergence
of human resource management globally.
Introduction
Convergence in Human resource management can be defined as a belief that there are
various kinds of HRM practises that can be applied within organizations globally. This HRM
approach is majorly determined by the organizational goals and circumstances (Ayentimi,
Burgess and Dayaram, 2017). This essay will focus on convergent HRM views that are evident
in the effectively performing of Hilton. Hilton is a multi- national hospitality organization that
manages a franchisee of hotels and resorts. This essay will lay emphasis on critical analysis of
developing trend towards the convergence of human resource management globally.
Main Body
Convergence is a theory that presumes that nations move from early internationalization
stage towards completely industrialized. This helps in resembling other industrialized
organizations in terms of organizations norms and technology. This theory helps in leading to
unified global culture. Convergence theory has its roots in functional perspective of economies
that assumes that organizations have certain requirements that are required to be met if they want
to survive within their target market and operate effectively. This approach has helped
organizations in taking advantage of the technology (Farndale and et al., 2017). Convergence
theory has been helpful for organizations that operate internationally and has also helped them to
gain competitive advantage. In addition to this, Farndale and et al., 2017 stated that convergence
and divergence can not only represent different ways in which international HRM is conducted
but this aids to reflects the different traditions through which HRM activities can be explored.
Convergence of human resource management is one of the most commonly used
management practises that plays a vital role in making organizations more alike across national
boundaries. It has been analysed that developing trends in human resource management about
convergence in workplace mainly arises from openness to foreign investment and through global
competition. Development in HRM brings out convergence. It helps an organization like Hilton
to gain competitive advantage and have major effect on overall performance of the organization.
With time change within HRM trends have been observed. Of the change that has been
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developed within organizations is that slowly human resource practises are becoming converging
globally or in other words these HRM practises are becoming more similar internationally. For
some organizations like Hilton it has become a trend as well as their identity. Development in
technology and changes within organizational structure is also impacting on developing trends of
convergence of human resource management (Kwon, Farndale and Park, 2016). It has also
helped in standardization and industrialization of products and services of an organization.
Global HRM practises are converging in in line with best practises that are considered as best.
Hilton is one such organization that has focused on trends of convergence of HRM processes and
systems. Hilton operates in such a manner that most of the HRM practises converge globally that
helps in increasing similarities in HRM practises and processes globally.
Convergence of human resource management for multi- national organizations has
become important as globalization of such firms has resulted in interdependence and has further
helped in internationalizations of organizations like Hilton. It has further helped organizations to
adopting advancement or development in technology. It further helps an organization in adopting
best practises model and emerge with similar trends globally for example performance- based
system and many more. There are two main types of convergence in international HRM. First is
final convergence in which variables are developed over time which further helps the
organizations to move towards a common end point (Malik, Pereira and Budhwar, 2020). Second
is directional convergence in which development tendency of variable points of HRM are in
same direction but country wise regardless of their initial stating point. Various HR practises and
variables shows that out of both the type of convergence directional convergence helps an
organization to increase their values. Hilton is also one such organizations had has adopted
directional convergence with developing trends which has helped them in increasing overall
value of their organization (Ayentimi, Burgess and Dayaram, 2017). Final convergence of HRM
practises has been observed as a faulty approach for failing to recognize enduring cultural
differences. In order to adopt convergence of HRM practises then it is important for
organizations to focus on development of changing trends in HRM practises. But it helps global
organization’s managers who are present within the organization globally to have similar point
of view and attitude. Managers working in Hilton present all across the global have same attitude
and also have same point of view. This helps in justifying developing trends of converging
Human resource management practises globally (Ayentimi, Burgess and Brown, 2018).
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Convergence of HRM practises helps in establishment of best practises present within an
organization.
Development of practises is an evolution process in which different kinds of practises are
in place that weighs each direction before selecting most appropriate one. Free flow of
information across national boundaries internationally helps in leading an organization to
generate best practises in different countries where organization has its presence. However, these
organizations continuously experience different systems against their outcomes on the basis of
which suitable decisions are taken. This same approach is present in convergence theory as best
approach in human resource management is contrasted against best fitted approach. These best
fitted approaches help in management of human resources that helps the organizations in
guaranteeing excellent results (Budhwar, Varma and Patel, 2016). It further helps in
complementing with organizational strategies and with their external circumstances. With the
help of this approach Hilton has successfully developed best HRM practises across the world
which has further helped them to maintain and achieve excellent results. Being consistent with
the convergence theory is itself one of the most dominant trends in Human resource management
practises. It is spread in usage of information technology in HRM. Some of the HRM practises
are continuously making use of information technology such as recruitment that allows
organizations like Hilton to procure talent internationally. In recruitment, another trend that is
being developed is usage of scientific means of staffing staff members and interviewing others.
Usage of scientific method for staffing helps organizations like Hilton to determine personality
and IQ of employees. Organizations like Hilton also uses such process which further helps them
to gain competitive advantage. This convergence Approach of HRM practises also help Hilton to
motivate all of their employee’s present work working for them globally. For example, Hilton
have common reward scheme which helps them recognize their individual contribution, all
across the world (Ayentimi, Burgess and Dayaram, 2017). Adaptation of convergence of HRM
practises by multinational organizations also help other organizations to bring changes within
their practises. This has become of the main developmental trend as because of this many local
firms are taking measures to bring improvement within their HRM practises in order to increase
their overall productivity.
This convergence of HRM practises has also helped in enhancing overall economic output of the
organization. This further helps the organizations to settle management approaches and has also
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helped the organization to reduce or minimize risk associated with the organization. Other than
this convergence of HRM practises also helps organizations to maintain their reputation at global
level. This further helps them to enhance their employees overall motivational and satisfaction
level which further helps the organizations in retaining their employees. Hilton is one such
organization that has lower employee turnover and increased retaining level (Farndale and et al.,
2017). It helps employees to understand their organizational practises. Advancement in
technology has also brought changes within this convergence theory for Human resource
management practises. Adaptation of common approaches helps organizations enhance their
working condition and culture. Hilton has adopted common HRM practises which further helps
them to enhance their overall global working condition and culture. The main advantage of this
approach for human resource management is to create room for improvement of management
practices across national boundaries. However, it has also been observed that it can also have
negative results because of conflict between management practises and culture like other
approaches live divergent approach that helps organizations to recognize differences in culture
(Ayentimi, Burgess and Dayaram, 2017). Even though it has been observed the convergence
approaches within international organizations is much mote common as compared to other
approaches such as divergent approaches.
Thus, it can be stated that the roles and responsibilities of the human resource
departments are transforming as modern business pressures the working of enterprise.
Transformation ion HRM can rapidly changes the business due to some of the components of
globalisation. Human resource management is the strategic functions that works as to design and
implementation that builds out the capacity for yielding a competitive advancement for business
organisation. Convergence theory put their major focus over the establishing practices that is
applicable across the world. This is defined as to undertake the development of best practice is
ab evolution process in which different practices results for each dimension can be weighed
before the most effective ones are picked. In addition to this, the convergence theory termed out
as the best approach in HRM as this is contrasted against the best fit approach (Farndale and et
al., 2017). Therefore, convergence theory put the major emphasis on fact that advancement of
application of convergence theories. On the other hand, the growing popularity of globalization
can be driven with help of number of factors, including shortage of talent in developed countries,
availability of low cost labor and emergent consumers in developing countries and technological
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progress. Convergence theory in HRM can be defined as the universalist theory that can be
founded on the belief in which certain best practices can helps to carry out better working if this
applied within organisation in different countries. Managerial practices will help to coverage
around the certain established practices (Farndale and et al., 2017). Henceforth, driver of
convergence is cultural ethnocentricism among the managers in which the home practice is best
and superior. Also, convergence can also create the conflict among the cultural and managerial
practices that can aids to recognises difference in culture. Thus, human resource department put
their major focus on the short term gains and savings. On the other hand, role of human resource
department is to put major focus over the long term objectives. Thus, global HR information
system that is inclusive of number of components system that are independent.
According to a survey in which HRM practises of various organizations was compared it
was observed that organizations that have adopted converging HRM practises have shown
tremendous growth and development as compared to other organizations that had adopted other
approaches of HRM practises (Farndale and et al., 2017). Convergence of HRM practises has
also helped organizations to maintain an organizational culture which not only helps them to
retain their employees but also helps them to expand their business further. It was also observed
that this approach has been proven successful especially for hospitality industry organizations
like Hilton. Thus, convergence theory allows to economic of developing nation to grow more
rapidly and in advanced manner more than industrialised countries under these circumstances.
The main driving force for the convergence is needs for excellence and superior economic
output. In addition to this, the main advancement of the HRM is to creates the room for
improvement of management practices that is across the national boundaries. Henceforth, this
can have negative results and there is conflict among culture and managerial practices embraced
unlike the divergent approach that aids to recognise the difference in cultures.
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BOX 2
In various kinds of multinational organizations like Hilton recruitment and selection
process is helps then in addressing issues related to equal employment opportunities for their
employees working for them at different locations globally. When it comes into picture
organizations are required to consider all kinds of conflicting national employment laws. For
multinational organizations it is one of the major issue as different countries have different
employment laws. Staffing in the multinational companies is considered to be a challenging
aspect along with strategic issues towards there developing of internationals human resources
managements. In the hospitality industry, there is need to have use of the proper international
staffing which have the following basic reasons as there is lack of more suitable and more
qualified level of resources in the host country. On the other hand, the firm want to have the core
development of respective managements. In addition to that’s the firm want to have the
establishments of control and coordination among subsidiaries. On the other hand, fourth reason
have the increasing have transfer of knowledge among the variant subsidiaries. On the other
hand, as per the firm o have international expansion have major four categories’ which is been
part of human resources managements staffing which can be such as there ethnocentric,
polycentric, geocentric and region centric. On the other hand, the companies are having their
different level of approaches to have proper level of international staffing which may have the
inclusion of the recruiting from the local country.
As per the view of the Sharma and Kaur (2017), the literature have extensive amount
of research which have been studied in the field of the intermissions staffing and expatriates
along with effectiveness and respective return on investments , employee compensations along
with performances which have expatriates adaption in different parts of local countries which is
majorly having continues challenges and issues with respective failure. On the other hand, the
Golafzani Kiani and Salari (2017) contradicts that’s with time change within HRM trends have
been observed. Of the change that has been developed within organizations is that slowly human
resource practises are becoming converging globally or in other words these HRM practises are
becoming more similar internationally. It further helps an organization in adopting best practises
model and emerge with similar trends globally for example performance- based system and
many more. In addition to that’s the help of this approach Hilton has successfully developed best
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HRM practises across the world which has further helped them to maintain and achieve excellent
results. As per the view of (Budhwar, Varma and Patel, (2016), in more simple terms, it is
needed to be understood that’s expatriate failure could be defined as premature return or it can
also be defined as Expatriate failure can be defined as a posting that either ends permanently or
is considered ineffective by the senior management of an organization. This error in
multinational organizations mainly occurs because of error in selection and this failure is majorly
seen in multinational organizations when any kind of international project comes into picture. On
the other hand, the Sharma and Kaur (2017) contradict that’s there it is considered to be part of
inadequate way in order to have measuring of the expatriate failure as the one who have failed to
achieve the more level of expected performances are considered to be more level of damaging to
the respective organization.
Thus, firm put the major focus over the recruitment and selection process. With the help
hiring the suitable workforce the entity can able to enhance the future productivity. Recruitment
is the key responsibility of the HR department. HR of an entity mainly put their major focus over
employee engagement, employee development and data management etc. Recruitment and
selection are the critical human resource function that aids to manage the working of the
enterprise in effective manner. In addition to this, this can be stated that Hiring the right
employees for the right business can be helpful and this can positively affect the entity turnover
rate, company culture, production and bottom-line profit. By help of avoiding some of the
common problems experienced by businesses as they recruit and select employees improves the
chances of success. Henceforth, there are number of the enterprise in which recruitment and
selection process taken in serious manner and this also become useful to attract the talents who
can able to bring out the best ideas to develop business.
In addition to that, according to the Mehmood and Maitlo, (2020), there should be inclusion of
the expiates that’s is considered o filed in order to adapt in order to have the learning new things
which is expected to have meet the expected level of standard performance in more accurate
ways. On the other, the (Budhwar, Varma and Patel, (2016) contradict that’s amount of
expatiates premature return in order which is portal to have expectation of the organization. This
have clear inclusion with both under performance which is thing international assignments which
have inclusion premature return and the inappropriate.
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According to the views of Chaturvedi, (2016), there is researchers have the addressing of
various issues which are related expatriates’ failure along with attempt ion to have proper level
of identifications of thereon which can be assured as the cause. However, it has also been
observed that it can also have negative results because of conflict between management practises
and culture like other approaches live divergent approach that helps organizations to recognize
differences in culture. In addition to that’s there are many other reasons which can be such as the
lack f cross cultural adjustments with respective to the spouse of family which have the
dissatisfactions which is leading to the poor level of performance. With the help of this approach
Hilton has successfully developed best HRM practises across the world which has further helped
them to maintain and achieve excellent results.
In addition to that’s, the Budhwar, Varma and Patel, (2016), At the beginning, expatriates are
very positive and excited about their assignments aboard, and about discovering new culture.
But, after a period of few months, they enter the next phase until they reach the lowest point in
the curve, known as “culture shock”. However, as the expatriates start to adapt to the new culture
and feel more settled, the curve will go up again. On the other hand, it contradicts further helps
an organization in adopting best practises model and emerge with similar trends globally for
example performance- based system and many more. In addition to that’s the help of this
approach Hilton has successfully developed best HRM practises across the world which has
further helped them to maintain and achieve excellent results.
In addition to that’s it has increase the level of responsibility and stress as the moving
from the one country to that another which can be such as the leaving parents, compatible which
is behind have the major causes and stress. There is amount of stress which will have the
increases which have the cross-cultural adjustments which would have the facing of ambiguous
situation to work in inside or oasis. On the other hand, the Ayentimi, Burgess and Brown, (2018)
contradicts that’s However, it has also been observed that it can also have negative results
because of conflict between management practises and culture like other approaches live
divergent approach that helps organizations to recognize differences in culture. Therefore, the
purpose employee relation is to strengthen the employer and employee relation with the help of
identifying and resolving the workplace issues, measure out employee job satisfaction and
provide support in the company performance management system. Thus, it can be stated that
strong employee relations are mainly required for high productivity and human satisfaction. On
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the other hand, employee relationship management is the key to each business enterprise as this
aids to enhance the competitive advancement. However, employee relations result into the better
productivity and engagement. In the hospitality industry as Hilton, the employees to the entity
needs to perform their business practices in the collaborative manner. This can be one of the
effective way to enhance the brand image and to retain the customers for the longer period. In
addition to this, it can be stated that enterprise must needed to put the focus on tracking matrices
that assist to drive continual improvement in firm undertakings. Therefore, this can be stated that
Employee relations programs can be termed out as the one of the effective past of human
resource strategy that mainly designed to ensure the most effective use of people that can aids to
accomplish the organization's mission. In the enterprise, employee relations programs majorly
out focus over the issues affecting employees, such as pay and benefits, supporting work-life
balance, and safe working conditions.
For multinational organizations expatriate failure phenomena is quite common because of
which they suffer various kinds of issues and problems. Today it has become important for
organizations to focus on expatriate management area on regular basis in order to reduce
expatriate failure rate within an organization (Guttormsen, Francesco and Chapman, 2018).
Recruitment and selection is one of the major and the first step which is required to be focused
on for expatriate management in which further selection and hiring is an important phase that
should be repeated at the end of a cycle. When any kind of international assignment or project
comes into picture focus on this expatriate management becomes a compulsion. expatriate failure
rate of a multinational organizations like Hilton can be reduced or avoided by recruiting or
selecting right candidate. The main factor that can result in expatriate failure is getting a correct
candidate as they result in success of an assignment. These kinds of failure majorly affect
hospitality industry organizations that operate internationally in different countries. There are
few recommendations or techniques that can help multinational organizations like Hilton to
avoid expatriate failure or reduce expatriate failure rate. Correct and appropriate decision making
of organizations can result in increasing chances of success and reduced chances of expatriate
failure. Some of the main recommendations that can reduce expatriate failure chances within
hospitality industry organization are as follows:
 Establishment of formal criteria: it is one of the most important factor or steps of recruitment
and selection process which is many times overlooked. It is important for organizations to list
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and prioritize skills, knowledge and qualities that are required within the candidate
(Andresen, Goldmann and Volodina, 2018). This is important to be done because more
details an organization have, there are more chances that organization gets correct and
appropriate candidate for a job. There are two important factors that are important to be
considered wen formal criteria is being established. First is technical and second is
management. Technical criteria include job skills that are required, minimum qualification
that a candidate should have, any kind of professional experience that the candidate is
required to have. Management criteria includes any kind of leadership experience or
capabilities that are required for a particular project or assignment. Development of this
selection criteria list helps organizations to check whether the candidate have those skills or
not. Whether those skills are available locally or not because if those skills are available
locally then it helps the company to reduce their expenses related to expensive relocation.
 Go for experience: Whenever recruiting or selecting a candidate an organization can never
ever be sure that the candidate selected by them will succeed or not but by analysing their
past performance it can help the organization to get an idea about it. So, while selecting a
candidate an organization should majorly focus on candidates who have worked on similar
projects before and have succeeded in those projects especially in the same target country
(Kang, Shen and Benson, 2017). If not, then companies should focus on candidate’s who
have performed extremely well in culturally similar country. Other than this, track record of
selected candidate’s mobility and travel should also be checked. This is important to be
checked because there is some candidate who can easily fit into different working practises
and different environment because of which it becomes easy for organizations to select
appropriate candidate for the project or assignment.
 Language known: While recruiting and selecting candidates of such projects or assignments
it is important for organizations to check what are the languages that are known by them. Can
they speak local language of target country, will they be more effective professionally, will
they be able to gain more respect from suppliers, clients or other colleagues or will they be
able to thrive socially or not. Other than this organizations should also look forwards for
general linguistic ability (Lee and et al., 2017). The selected candidate knows tow or more
than two languages and have proper command over it then it can help organization to assume
that they can easily grasp other language which is required to be known by them.
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 Intercultural assessment tool: there are various kinds of inter culture adaptability tool that can
be used by organizations to assess and select suitable candidate with regards to their ability to
operate in different kinds of cultures. Usage of these tools cannot recommend candidate on
their own but can help in assessing cultural adaptability skills within the candidates that are
required to be present within the candidates for the international projects or assignments. But
these skills are hard to be measured within the candidates at the time of recruitment and
selection process.
 Working with talent management: This task can be made easier by coordinating with talent
manager. Most of the organizations segment their pool of candidates on the basis of their
qualification, experience, salaries, skill sets but it is important for them to focus on talent
management before starting the selection process when they have easy and ready access of
pre-qualified names (Stoermer and et al., 2018). Talent manager of an organization is keen to
nurture best talent in long run for the success of the assignment. An organization’s long- term
interest can be served at its best if a candidate is provided a chance or opportunity to travel. If
the assignment or project is disruptive to the manner in which candidate talent is been
nurtured then in such case, they should not consider such candidates for the role.
 Develop a selection panel: Expertise of different people helps an organization to get a
broader perspective and helps in making an appropriate decision. Multinational organizations
should focus on all the global mobility professionals so that they can work alongside of a
manager with HR representatives especially for recruiting specific functions such as IT
(Zhang, Wei and Zhou, 2017). All the selected people of selection panel should have both
international experience and broad knowledge of the host country. In these former expats
should also be included who can share their experience with the selection panel so that it
becomes easier for the panel to take appropriate decision related to selection of the candidate
for a particular project or assignment.
 Usage of self- selection: While it is completely up to the organization to select candidates
suitable for the job but they should be completely open and honest about the project,
conditions, compensation policies, expectations and in fact their career future when they
return back from their assignment or project. This transparency helps the organization to
select appropriate candidate for the assignment and is it is more likely that the project or
assignment will match expectations of the candidate which will eventually help in increasing
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success of the project or the assignment (Wallan-Tertuliano, Pavlović and Machado, 2018).
The main part of this self- selection is to ensure candidate’s prospective so that they can
understand that declining the opportunity won’t damage their career prospect. If the
candidate does not accept the global assignment idea but accepts it just because they think
that it is expected from them then in such case it will increases failure chances of the project
and candidate as compared to the candidate who is willing to go and work on such global
assignment or project.
 Other: One of the main and major reason for expatriate failure is inability of the families to
settle in the new location. It is important for selected candidate to focus on concern of their
spouse. Other than this medical test of the candidate should be done if weather or climate of
the host country is completely different from home country because in such cases medical
issue or concern can arise which can further increase health expenditure of the candidate. For
this selected candidate’s medical test should be done to ensure that they are medically fit and
the environment would suit them or they should be offered a reconnaissance trip in order to
ensure that whether they would fit into the new environment of the host county or not
(Maertz Jr, Takeuchi and Chen, 2016). This is mainly because candidate’s perspective and
perspective and expectations of the organizations can be completely different. This will
further help the candidate to decide whether they should accept this project or not. It will also
be fir for the organization as well to check whether they have selected the appropriate and
correct candidate for the project or assignment. This will help the organizations to
successfully select appropriate candidate through recruitment and selection process which
will further help them to reduce expatriate failure chances or avoid expatriate failure.
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Zhang, Y., Wei, X. and Zhou, W., 2017. An asymmetric cross-cultural perspective on the
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