Challenges of International HRM

This assignment explores the challenges Human Resource Management (HRM) departments face when expanding or doing business across international boundaries. It delves into four key HRM models used to analyze macro and micro factors before international expansion, such as convergence and divergence, PESTLE analysis, and a regio-centric approach. The report also examines the complexities of managing multi-cultural teams, highlighting communication, coordination, and cooperation issues arising from cultural differences. Furthermore, it discusses the interconnectedness between HR and organizational management in adapting to external factors and emphasizes the importance of human rights principles and the role of international organizations like the ILO.

Contemporary Issues in
International Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
INTRODUCTION..................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
TASK 2 ...........................................................................................................................................8
INTRODUCTION..................................................................................................................8
The issues considered when forming multicultural team while working across international
borders....................................................................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
TASK 3..........................................................................................................................................14
INTRODUCTION................................................................................................................14
Human rights principle and role of International labour organisation in context of developing
country..................................................................................................................................14
CONCLUSION....................................................................................................................18
REFERENCES..............................................................................................................................19
TASK 4..........................................................................................................................................20
INTRODUCTION................................................................................................................20
Reflection Statement............................................................................................................20
CONCLUSION....................................................................................................................21
CONCLUSION .............................................................................................................................21
REFERENCES..............................................................................................................................23

INTRODUCTION
International human resource management plays a vital role in concepts of allocating,
procuring and effectiveness in utilization of human resources in foreign boundaries. When
establishing new business across international boundaries, managing human resource is essential
as it helps the management to determine growth and development opportunities according to
employment factors. The ultimate objective of HRM department in organisation is to expand
business in international boundaries with cooperation, innovation and collaboration with
employment rules and regulations in order to promote performance of enterprise and efficiency
of business operations. Further, HR is responsible to keep an eye over the factors like changes in
policies and regulation which need to be amended according to the legislation enacted by
government of foreign country. Moreover, It will evaluate the situation of working with people
from different cultural backgrounds have its own global benefits in the area of international
business. Thus, it will identify the learning from the report through a reflective statement.
TASK 1
INTRODUCTION
Employees are the backbone of the organisation, therefore the task will analyse the
concepts and approaches which assist organisation in recognizing opportunities for human
resource management. Further, it will evaluate the relationship between HR and organizational
management that are interlinked to each other as the manager the department is accountable for
making effective changes according to external factors. It will identify the use 4 HRM
approaches that is Convergence verses Divergence (Baumer,and et.al., 2017) and Universalist
verses Contextual used by management to analyze the factors of internal market before
expanding business operations. Further, it focused on use of Pestle analysis by human resource
manager to analyze the manpower policies and regulation across the international boundaries.
The comparative approach to international human resource management. The HR manager is
responsible for establishing equal opportunities and treatment to workers (Albrech, 2011). The
effective HR planning assist the business in maximizing, profits, growth and survival. There is
vast different in managing human resource domestically and internationally which is stated
below:
 International standards of allocating human resource and measurement of performance.
 Fluctuations in currency and international policies and procedures.
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 Process of taxation, registration, agreement, health and safety and personal living
standard of individuals (Meredith Belbin, 2011).
There are various difficulties faced by HR while expanding business across the international
boundaries which are as follows:
 Failure in the rates of repatriation and expatriation.
 Identifying right skills and capabilities according to job requirement.
Convergence Divergence
Convergence approach to HRM hen expanding
into international market as it assist the
organisation in maintaining uniformity in
structure and function. If the company will
formulate its strategy and rules according to
new market it will destroy its uniqueness of
functioning for which the management need to
be quick in adapting changes (Brewster, 2007)
Divergent approach of Human resource
management provides firm flexibility to
formulate its business operation according to
new market requirement (Brewster, Sparrow
and Harris, 2005). Hence, it is the major
responsibility of HR to analyze and choose the
approached cautiously when expanding
organisation across the international boundaries
It is used by the used in international human
resource management as it assist the
organizations in making use of different
practices and policies altogether.
This approach driver the HR management
function in one line.
In this the management make use of various
underlying HR practices of international
boundaries (Clark, Grant and Heijltjes, 1999).
Characteristics of HRM in this approach
remains constant.
This provides flexibility to company in
managing functions according to functions and
policies and procedures of international
market. (Huo, Huang and Napier, 2002 ).
This is rigid in terms of changing policy as it
do not provide flexibility to change according
to environment but this followed by the
company as it assist the company in
maintaining its uniqueness which assist the
business in foreign country.
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In convergence approach the management has to organize regular training and
development session in order to enhance the efficiency if employees and business operations
according to international market. Basically it is improvising the structure and culture according
to new market requirement. Apparently, in divergence approach to human resource management
is liable to conduct market research in order to analyses the requirement of international market.
The research and divergence approach if HRM involves different type of risk as in this the firm
has to completely amend its business functions according to new market requirement. However,
the approach has its own advantages as it provides own set of rules which assist the Enterprise in
stabilizing its business operations according to requirement (Hodges, 2017).
Universalist Contextual
In this the management focuses on high pay
levels and extensive employee training in order
to increase employees efficiency and
effectiveness (De Cieri, Wolfram Cox and
Fenwick, 2007 ).
It aims at specialization in managerial activities
and in this the hrm manage the risk with mutual
understanding.
This aims at transforming traditional practices
in management and policies and procedures of
HR.
The policies and procedures is based on
Expertise advice and experienced practices
across the international boundaries.
This states that there is no single way to handle
the practices of HR. Therefore, it is important
for hr to implement all the best Possible
strategies which assist the management in
dealing with change across the globe.
In this management focuses on establishing
specialized policies and practices in order to
establish stability of business functions across
the international boundaries.
In accordance to this the management aims at
providing high level of employbility security.
The HRM focuses recruiting and hiring expert
and trained staff in order to attain competitive
advantage. This the approach which assist the
organisation in expanding business in foreign
country with stability on the other hand it
restricts the recruitment function because
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seeking and hiring expert employees in new
country turns difficult and it limits ten growth
of firm (Gehert and Fang, 2005).
In this the company has different and practice
hiring practices.
Implements and follows the expertise hiring
practices.
In this the company focuses on centralized
decision making process.
It aims at committed relationship between
employer and employee.
The universality approach is focused on improving employees and internal efficiency of
organisation according to international market changes. This is the best strategy and approach
which assist the management in stabilizing its business operations in new market. However, the
contextual approach of human resource management deals with external market changes with
mutual understanding. It is important for the management to analyses the business and business
environment of firm when expanding across foreign countries as it assist the entity in
determining the risk which can hinder the performance of business.
In contrast, to analyse and identifying market factors of internal market, it is important
for the HR manager of enterprise to implement use of Business approach which is Pestle analysis
(The Role of PEST Analysis in Bolstering International Business, 2016). Thus, approach do not
comprise roles and responsibilities of HR but it helps management in determining international
factors which can impact the business operations (Chang, Gong and Shum, 2011).
Political Factors: This provides HRM opportunity to evaluate about regulations like,
international employment laws, consumer protection laws and consumer protection regulations.
It is evaluated Human resource manager because insatiability of political factors creates
hindrance for business. Political instability affects the ability of HRM to manager the business
function as the fluctuation in these factors demands continuous amendment in employbility plans
and procedures (Gehert and Fang, 2005).
Social factors: It comprises demographic and cultural aspects of society which depends
on awareness, segmentation, age, population, attributes and safety of the citizen of foreign
country. In accordance to this factor the HR manger of company analyses the skilled and capable
employee seeking for Job. Offering job to skilled individuals in society assist the company in
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establishing its stability across the international boundary and grabbing the positive attention of
society.
Technology: Understanding the advancement of international technology assist the HR
in analyzing the need of recruitment. Keeping a check over Technological advancement of
international boundaries assist the HR in analyzing the need of skilled and capable employees
who can assist the business operations even without training and development. Adapting the use
of advanced technology aid the firm in making innovation in its services according to
requirement of foreign countries Whereas it also assists the entity in maintaining and improve
cost effectiveness of functions.
However, on contrary, the Regio-centric approach is used by management to establish
effective communications, coordination within one specified region. This helps organisation in
transferring employees with one region derived under geographical boundary. Further, it is
beneficial in setting interaction between regional areas (Doherty Dickmannand Mills, 2011).
European comparative models applicability
It is based on working ability and efficiency of people across international boundaries. In
this the Human resource management focuses on regulatory framework and employment
relationship with employees. Further, the comparative model of HRM comprises different
culture, ownership structures, roles of trade union etc. The ultimate objective of European model
is to establish coordination and cooperation between all the employees in the organizations.
For comparative research about employability Study the company focuses on using the
concept of research methodology in which it focuses on collecting data about the market and
unemployment. The study about the skilled employed and unemployed individuals in the country
which can assist the enterprise in business operation. The knowledge over employability
condition assist the HRM team in analysing the implementation of advanced technology. Further,
it assists the HR in formulating effective employees plans and practices according to
international country (Gehert and Fang, 2005).
Kerr's Concept regarding technology focuses on adoption of technology by developing
countries had fundamental effects on economies like, reducing the national costs of production,
delivering quality products, and establishing communication. Further, the Kerr concept of
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technology is based on attaining competitive advantage by offering products and services across
the international boundaries. The concept involves, investigation of main points, needs,
requirements a required to stabilise business operations in new area (myth, Kerr and Phillips,
2017). Apart from this, proposing and effective idea of innovation, analysing technologies which
can assist the management in improvising its functions, conducting a feasible study, designing
products and services. In addition, it also comprises, designing of product in accordance to meet
the requirements of consumers and commercializing good and services.
CONCLUSION
The task summarized the models and approaches used by the organisation while
expanding business operations across the international boundaries. It analysed the use of
Convergence verses Divergence and Universality verses Contextual which assist the manger in
stabilizing recruitment and section procedure across the international boundaries. Further, it
focused on Pestle analysis factor which assist the manager in determining the planning and
procedure for manpower in foreign countries. Moreover, it outlined European comparative
models applicability and Kerr's Concept regarding technology which focuses on adoption of
technology which assist the management in attaining competitive advantage by offering products
and services across the international boundaries.
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REFERENCES
Books and journals
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Doherty, et.al., 2011. Exploring the motives of company-backed and self-initiated expatriates.
The International Journal of Human Resource Management. 22(03). pp.595-611.
Chang, S., Gong, Y. and Shum, C., 2011. Promoting innovation in hospitality companies through
human resource management practices. International Journal of Hospitality
Management. 30(4). pp.812-818.
Smyth, S.J., Kerr, W.A. and Phillips, P.W., 2017. Governance Challenges from Transformative
Technologies. In Biotechnology Regulation and Trade. Springer International
Publishing. (pp. 99-124).
Baumer, E.P.. and et.al., 2017. Comparing grounded theory and topic modeling: Extreme
divergence or unlikely convergence?. Journal of the Association for Information
Science and Technology. 68(6). pp.1397-1410.
Hodges, B.H., 2017. 6 CHAPTER Conformity and Divergence in Interactions, Groups, and
Culture. The Oxford handbook of social influence. p.87.
ONLINE
The Role of PEST Analysis in Bolstering International Business 2016. [ONLINE]. Available
through: <http://pestleanalysis.com/pest-analysis-in-international-business/>.
Brewster, C. (2007) Comparative HRM: European views and perspectives. International Journal
of Human Resource Management. 18(5) pp. 769-78 [online]. Available Through:
<http://www.ingentaconnect.com>
Brewster, C., Sparrow, P. and Harris, H. (2005) Towards a new model of globalizing HRM.
International Journal of Human Resource Management 16(6) pp. 949-970. [online].
Available Through: <http://www.ebscohost.com>
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Huo, Y. P., Huang, H. J. and Napier, N. K. (2002) Divergence or convergence: A cross-national
comparison of personnel section practices. Human Resource Management [online].
41(1) pp. 31-44. Available at: <http://onlinelibrary.wiley.com>
Clark, T., Grant, D. and Heijltjes, M. (1999) Researching comparative and international human
resource management. International Studies of Management and Organisations
[online]. 29(4) pp. 6-23 . Available at: <http://www.ebscohost.com>
De Cieri, H., Wolfram Cox, J. and Fenwick, M. (2007) A review of international human resource
management: integration, interrogation, imitation. International Journal of Management
Reviews [online]. 9(4) pp. 281-302. Available at: <http://www.swetswise.com>
Gehert, B. and Fang, M (2005) National culture and human resource management. International
Journal of Human Resource Management [online]. 16(6) pp. 971-986. Available at:
<http://www.ebscohost.com>
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TASK 2
INTRODUCTION
The task will outline the issues which are considered by multicultural team when working
in foreign country (Bhardwaj and Sharma, 2017.). It will discover the issues faced while working
in virtual team across the foreign countries which demands understanding, identifying and
appreciating each others cultures and identities.
Introduction about multicultural teams
Division of labor according their skills and capabilities, in one team to attain one
common goal is the strategy used by the enterprise to make employees efforts coordinated and
cooperated towards one common goal. In this the manager divide workers according to their
skills and capabilities required for one particular task whereas the multicultural team is the team
formed by the manager which comprises the members with different cultural backgrounds. It is
challenging job for the business across international boundaries to make individual work together
for one common goal. Further, managing multicultural team is task and responsibility itself
where managers ensures employees in virtual team participate and coordinate with each other by
communicating effectively (McDonnell, Lamare and Lavelle, 2010). The organisation aims at
providing guidance and direction by organizing training and development session on regular
basis. For instance, Japan is one country where employees coordinate and cooperate with each
other during work because according to them the individuals believes in working in teams
keeping their personal feelings aside. However, in U.S. it is the norm that individual has to work
alone without any monitoring and guidance.
ROLE OF HR MANAGER
When forming multicultural team it is important for the manager to consider that small is
beautiful. Manager when expanding business in international market focuses on forming team of
10 people with different skills and capabilities. Managing the functions of small team avoid the
chance of uncertainties which can lead to conflicts between team workers. Further, the
management focuses on the structure which should be systematic. When people from different
backgrounds work together than the functions of organizations should be adequately divided.
The manager selects team, the company focuses on deciding the members required for particular
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job function that is team size. Secondly, the management focus on overall team composition like,
allocating people according to their skills and job function. Further, the manager focuses on
selection of people according to requirement. Lastly, the management conduct the recruitment
process to make effective selection of multicultural team.
Link between diversity and team performance
Working in virtual team across the foreign countries is the process understanding,
identifying and appreciating each other’s cultures and identities. Working with people with
different cultural backgrounds have its own global benefits in the area of international business.
All workers are skilled and experts in their own field and economy and contributes their
maximum to organisation (Borras Jr, and Franco, 2010). Further, Multi-cultural teams come up
with different cultures which assist the company in attaining competitive advantage. Virtual
working assists the management in developing the team spirit among workers which is essential
to enhance the performance and establishing trust and dynamics (Bird, Mendenhall and Oddou,
2010). Moreover, issues of Multi-cultural are not always visible but exist. People with different
backgrounds while working come across several challenges due to culture, communication,
technology and management of work.
Negative impacts
 The miscommunication between employees working in team leads to various difficulties'
honesty, trust, informal relationships which arise due to time zones, geographical distance
and majorly cultural differences.
 Time difference is issue for virtual teams because management need team to make
synchronized efforts which lacks due to hours difference of countries (Tibbitts and
Fernekes, 2011). Time zone is important criteria which should be considered by
organisation when expanding its business across the international boundaries because it is
the thing which connects work and performance spirit of employees. Further, in foreign
countries time difference is the biggest issue faced by organizations. In accordance,
individual do not want to schedule a meeting with a virtual team which creates major
communication gap. For instance, if connected to United States from Japan than the users
face hard circumstances in order to establish communication because it will be time
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difference in Japan and US, like it is possible that in Japan it will be sleeping time and in
US there is working hours.
 The major cultural issue faced by business when expanding organizational operations
across international boundaries is determining importance of social status of various
cultures (Plummer and Armitage 2010).
For instance, Americans follow the concept of “need for speed” and like skillfulness of
fair game, distributed style is used when communicating by e-mail. The people believes in fast
responses over any discussion. While cultures of Japan, is known for its business ethical
practices The Japanese uses correct and proper responses whether the process is time consuming
and do not support the idea of incomplete message. Therefore, when expanding business
functions multicultural teams identifies the difference between cultures in order to work
efficiently and effectively as a one team towards one common goal (Bjögvinsson, Ehn and
Hillgren, 2012). Henceforth, working in a virtual team helps firm in creating awareness about
cultural differences that leads to communication gap at work place. Moreover, it provides
techniques for learning various culture based issues.
Positive impacts
 Virtual teaming comprises different physical location and various kind of work
environments, national cultures of global countries, different economic and political
factors, indigenous and non-native language speakers, demands expertise and interaction
skills, adaptability, cross cultural competency (Farndale, Scullion and Sparrow, 2010).
 In accordance, it has been determined that arranging people in one team from different
cultural backgrounds is the major responsibility of HR manager which come across in
international business.
 Distributing work according appropriate combination of personality by manager is the
best way to establish efficiency and effectiveness in business operations.
Apart from this, the major responsibility of management when expanding business
operations is dealing with international workers and concept of multinational teams. Moreover, it
is important for the manager to divide the workers and their work according to individual's
working efficiency and policies of international market for making multinational team (Vaiman,
Scullion and Collings, 2012). Culture nation and models culture is based on concept of
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multicultural team the models assist the management establishing effective control over the
people from different backgrounds.
Benefits of Cultural diversity in teams
 It assists the collection innovative ideas and innovation to make business operations
effective.
 It assists in managing functions in completely different manner.
 It is the functioning of different kinds of people which assist the HR in formulating
completely different and effective plans and policies.
The issues identified by HR when forming multi-cultural team
 Establishing coordination and cooperation between individuals from different cultural
backgrounds.
 Understanding the language and working pattern of employees from different cultures is
the biggest issues faced by HR.
 Resolving conflicts among employees and making them work together.
 Establishing time management among employees as every individual's comes from
different backgrounds due to which managing time according to their comfort is the
biggest challenge faced HR when forming multicultural team
Besides, major barrier which come across when expanding business across international
boundaries is advancement in technology. However, some employees living in country from
different regions do not have easy access to new communications base like ISDN. Whereas some
employees face problems while working with slow computers, networks and traffic on the
network (Tooksoon, 2011).
Management of issues of team structure, cross cultural communication and performance
measure
When working with people from different cultural backgrounds, it is important for the
manager to have ability to deal with culture team shock which involves, motivation, self reliance,
tolerance, sense of humor, ability to fail, adaptability, flexibility and strong goal orientation.
(Engelhard and Holtbrügge, 2017) Further when the individual is working and manger is
working the individual should have understanding of different cultures and multicultural team.
Understanding over team is the best strategy which can assist the management in establishing
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efficiency and effectiveness in business operations. In addition to multi-cultural teaming, it is
important for HR manager of the company to analyze and understand its role when expanding
business because it is only “HR” team who can make employee with different backgrounds work
together. It is major responsibility of HR to make employees work in one team according to their
skills and capabilities and not the base of their cultural backgrounds. HR manager is liable
monitor and control the performance of virtual team in order to increase the efficiency and
effectiveness of business operations. Motivating workers of different backgrounds to work as a
team for one common goal is the major responsibility of HRM when expanding and doing
business across the foreign boundaries (Meredith Belbin 2011). Moreover, when the
management implements use of Video conferencing solutions than it becomes expensive and
also needs good quality only in a LAN. Further, another obvious issue is language barrier.
Across the globe individuals have different languages and it becomes difficult for employees in
one team with different backgrounds to communicate and understand each other’s point of view.
Language issue is the difficult which cannot be easily overcome because these days in business
individual speak various languages such as English, Spanish, Japanese and Chinese. Therefore,
interaction needs to be managed by manager to make employees with different cultural
backgrounds work together (Ellison and Boyd, 2013). Communication is not necessarily same
when you match virtual teams in a multi-cultural environment.
Selection of international worker
The selection of international worker includes, preliminary interview, selection test, employment
interview, background and reference check, decision, physical test which involves medication,
offering job and contract of employment (Mach and Lvina, 2017). Following all the steps is
necessary to evaluate the individual ability to work with the organisation and it is the best way to
determine the interest of person for the business operations.
CONCLUSION
The task concluded the term Multi-cultural team in which people from different cultural
backgrounds are grouped together for common goal. It identified the role and responsibility
played by HR manager to make individual work together to accomplish organizational goals and
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objectives. The task outlined the section process used by management by recruiting international
workers in an organisation.
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REFERENCES
Books and journals
Bhardwaj, S. and Sharma, V., 2017. A Study on Managerial Communication in Multicultural
Workplace. BVIMSR’s Journal of Management Research. 9(1). p.60.
Bird, A., Mendenhall, M., Stevens, M.J. and Oddou, G., 2010. Defining the content domain of
intercultural competence for global leaders. Journal of Managerial Psychology. 25(8).
pp.810-828.
Bjögvinsson, E., Ehn, P. and Hillgren, P.A., 2012. Design things and design thinking:
Contemporary participatory design challenges. Design Issues. 28(3). pp.101-116.
Engelhard, F. and Holtbrügge, D., 2017. Biculturals, team facilitation and multicultural team
performance: an information-processing perspective. European Journal of Cross-
Cultural Competence and Management. 4(3-4). pp.236-262.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
Mach, M. and Lvina, E., 2017. When trust in the leader matters: The moderated-mediation model
of team performance and trust. Journal of Applied Sport Psychology. 29(2). pp.134-149.
McDonnell, et.al., 2010. Developing tomorrow's leaders—Evidence of global talent management
in multinational enterprises. Journal of world business. 45(2). pp.150-160.
Plummer, R. and Armitage, D., 2010. Integrating perspectives on adaptive capacity and
environmental governance. In Adaptive capacity and environmental governance
Springer Berlin Heidelberg. (pp. 1-19).
Tibbitts, F. and Fernekes, W.R., 2011. Human rights education. Teaching and studying social
issues: Major programs and approaches. pp.87-118.
Tooksoon, H.M.P., 2011. Conceptual framework on the relationship between human resource
management practices, job satisfaction, and turnover. Journal of Economics and
Behavioral Studies. 2(2). pp.41-49.McDonnell, A., 2011. Still fighting the “war for
talent”? Bridging the science versus practice gap. Journal of Business and Psychology.
26(2). pp.169-173.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.
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ONLINE
Hofstede, G. and Minkov, M. (2010) Long versus short term: new perspectives. Asia Pacific
Business Review [online]. 16(4) pp. 15-41 [Accessed 17 November 2011]. Available at:
<http://www.ebscohost.com>
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TASK 3
INTRODUCTION
The task will analyze the human rights principles implemented by the HRM in order to
comply and define role of international labor organizations of developing country. These
practices are essential in every country to make effective utilization of services and people across
the globe (Marx, Brando, and Lein, 2017). Besides, it will evaluate the role of international labor
organisation in developing countries to determine the human rights principle followed by such
country.
Human rights principle and role of International labour organisation in context of developing
country.
United nations in 1948 developed a universal declaration of human rights (UDHR) for all
the people and International labour organisation (ILO) is a united nation agency which is formed
in 1919. It has 187 members and headquarter of ILO is situated in Geneva, Switzerland. ILO
receives a Nobel Peace Prize for creating peace among the workers, make them work in effective
manner and also responsible in generating justice among the workers.
According to the Global survey report on 2016 there are about 45.8 million people across
the 167 countries who are staggering. This human slavery is the part of history and still existing
in this 21st century in many of its general form. The different form of modern slavery are human
trafficking, bonded labor and forced domestic worker. It is the time to cooperated and coordinate
the efforts of all governments and social activists around the world to end modern slavery.
European union is the most earned economies of world in terms of this modern slavery then any
other country of the world. At present there are more people under slavery than at any other time
in history about 21 million children , women and men are living under slavery. This means that
out of every 1000 people 3 of them are slave. This is merely a myth that all the slave in modern
slavery are under the sex trafficking but most of them are worker in agriculture, fishing and
manufacturing working as bonded labors.
Modern slavery is becoming the major issue which is influencing the labor environment
across the globe. It is been increasing in developing countries likes India, Pakistan, Bangladesh
etc. where people are getting forcefully involved in child labor, human trafficking and many
more illegal activities. Further, from past many years it has become a mode of earning money
17

and it is now conducted as business activities which is impacting many lives. According to
analysis it has been determined that in India modern slavery generates more than 100 billion
annually. In developing countries like India it has been discovered that many children are
involved in human trafficking and are forced to work. The business of modern slavery is
increasing because the tactics of the people is to make people interested in good opportunities
and then involved them in forced and bondage of unethical work practices. Modern slavery is
basically followed in developing countries like Pakistan, India etc. The 5 key principle of
modern slavery in India are as follows:
Freedom of Association: In India the laborers have no right to join association and even do not
have any union who can fights for the rights of individual. Further, the people are grabbed and
attracted on the name of good opportunities and are forced to work as slave. Freedom of
association is the right of an individual worker who is working in any organization to either join
or leave the group in which they are working. But the workers who are working as bonded labour
will not be having any right to even form the labour unions. As all the people are working under
the slavery of their superior and not having any kind of rights to ensure their freedom and safety.
There are many workers who are exported to India for bondage laborer where the workers are
forced to work beyond their interests. In various companies or factory where they are working
they are not having the right to form trade or labour unions or to fight for their rights as humans
or workers. And there is also unsafe working conditions, long hours, starvation wages and no
protection regarded to their lives.
Collective Bargaining: Under this, In India no individual is provided opportunity to stand by
their skills and capabilities instead the person labourers are forced to work according to business
activities. Further, in India people do not have say for the right and wrong of the activity instead
the individual are forced to work for illegal activities. All types of illegal work have been forced
upon them and they need to do that work without their own concern. This collective bargaining
is associated with that of freedom of association as in this they are not allowed to form any sort
of labour group and take any collective decision regarding their own well being. They are rather
kept in very bad conditions and forced to work according to the boss or company. There are no
specified rights of workers like that of speaking and wages. They are kept there and illegal work
like supplying drugs, or working as a sex labour are meant top be done. Sex slave are the most
common form of modern slavery in which women, men and children are forced to work as sex
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workers in country are the individuals with no right to leave and work according to their own
wish. Even their passport and identity documents are taken from them and they are not allowed
to leave the particular country in which they are working and to go to their home country.
Forced and compulsory labour: Under this, in India, the people are forced to for debt bondage,
prisoning labour, and abusing labourers. They were been kept under the bondage behind razor
wire and chain link fence so that they could escape from that flat. This forced and compulsory
labour are the most common form of modern slavery where all their human rights are been
completely violated and this account to almost 80% of women and children below the age of 20.
Despite of many laws and rules regarding the sex slave and bondage labour there are about more
than 88800 estimate number of modern slavery in India.
Child Labour: Child labour is major unethical practice which is conducted in India. In these
people attracts the child and their parents in regards ton good opportunities of working and get
them involved in human trafficking or bondage labourers across the international boundaries.
Thus, child labour is the cheapest labour in the world because they are available at the law rates
and belongs to the poor family so it becomes easy or convenient for the industrialists to appoint
the child at laborious works. They do not consider about the health and safety of such youngster.
Here only productivity and profitability was considered. This include the kids of below age of 12
who are suffering from illness in working in tobacco field and the government is not been able to
do anything. This is a myth that all kind of child labour occur in underdeveloped countries and in
developing countries like in India only but in country where child rights are been violated. Child
labour are there in almost all types of industries like that of agriculture where there is largely.
This allow children to work in the agriculture area for longer duration and that too in very early
age in more hazardous conditions. The children are forced to work because of their poor family
conditions with or without the permission of their parents. In India in the year 2011 there was a
federal regulation which was passed on restriction of the age of child labour to 16 in the field of
tobacco and in other sector the 18 year age was set in hazardous work.
Discrimination: Discrimination is the most common practice which is conducted in India. In this
the people are not allowed to work or given work according to discrimination which is based on
colour, caste, creed, sex, religion. In terms of having the adequate development of human rights
in the country there will be need to remove the stereotyping in the environment. In India there
are many citizens which are belongs to different nations, culture, colour and social backgrounds.
19

The government need to develop policies and rules which in turn helps them to have the better
survival in country. In these regards it can be said that, these obstacles are usually seen at various
industries or production units which are affecting business operations, faith in citizens as well as
it become the issue of intolerance. However, it is totally against of human rights because there
will all the citizens in the nation are denoted as equal individual and they have to paid in
accordance with the job done by them. Therefore, to maintain such criteria to help the citizens of
country as well as considering their needs and wants.
Human rights principles include the universal human rights which are belongs to all the
individuals in world. These rights are cannot be taken away from any of us that is these human
rights are inalienable. These rights are also interrelated and interdependent. Human rights are the
rights and freedom which belongs to every individual in world (Tibbitts, 2011). The right of freedom and equality in respect and towards each other in spirit of
brotherhood: There is no discrimination in the rights because of age, language, gender,
religion, race, nationality, or others all have similar rights. No discrimination on the basis
of politics, legal or international status. The slavery is banned in all the developing
countries if someone treated any other human as their slave then there are punishments
for such actions. No one in developing countries are treated badly with inhuman
behaviour. No one will be disrespected or disregarded every one treated equally. Rights of life, liberty and security of persons: The individual has a right to live in their
own ways and they can also free to do what they want to do and like to do. Further, the
rights include the security of life. Right to recognised as a person before any law: the person is to be considered as a person
before adopting any law. Right to get equal protection against any discrimination: Every individual has equal
rights to get protection against discrimination related to age, gender, race, religion and
class. Everyone has a right for public hearings for any criminal charges against them: every
individual has a right to get hear before they get arrested or punished in any criminal
charge. There is a law to being heard in every court of developing countries. Right of property: Everyone in developing countries have a right to have property of their
own or with some other person.
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 Right to work: Everyone in developing countries are free to work. They can choose any
profession they want and where they get the good working environment and protection
from unemployment. They haver right to get equal pay for equal work and get the
remuneration which must satisfy their basics needs. They also have a right to join trade
unions to protect their interests.
 Right to education: education is the prime right of every individual weather it is male or
female or of any community. This education is including the elementary education and
other professional and technical education. Education helps in developing the skills and
knowledge of individual which develop their personality.
The developing countries who are member of ILO has 4 representatives which includes 2
governments delegates, 1 employer delegates and 1 worker delegate. All this have similar and
equal voting rights. The delegates of workers and employers are chosen in agreement with the
most representative organisation for employer or workers. ILO starts programmes in developing
states:
 Labour statistics programme: This is a tool which is used by members to analyse their
success in improving their labour standards.
 Training and teaching units programme: These programmes are formed with objective to
develop professional skills in labour and also develop the spirit of cooperation among
them.
 Child labour programme: It is a work which harmful for the children physically,
mentally, socially and morally. ILO work to eliminate the child labour from developing
countries which they can do by promoting the movements against child labour. They take
many measures to eliminate child labour from the developing countries.
 Forced labour programme: ILO work to develop programme against forced labour. The
forced labour affects the human rights of individuals and the labour standards as well.
The person who is forced to work has to face unfair practices and also have to face
disrespect. They work to develop the awareness about the forced labour, the assist
governments of developing countries to develop the laws and regulations for this forced
labour.
 Minimum wage law programme: this are the programmes formed to protect the rights of
labours by fixing their minimum wages. They develop many laws like minimum wage
21

fixing machinery convention, 1928, minimum wage fixing machinery (agriculture)
convention,1951 etc. to decide minimum wages of labours.
 HIV/AIDS programme: ILO develops the HIV work place and policies programmes.
 Migrant workers programme: this includes those workers who move from one place to
another place for their work so ILO develops laws like United Nations convention on the
protection of the rights of all migrant workers and the members of their families in 1990.
 Domestic worker programme: this are the workers who perform different tasks in the
houses of other people. For example, those who clean houses, look after children. ILO
makes the laws and rights for those workers also in 2011.
ILO work for the development and protection of all the workers and labour in the
developing countries by giving the rights and freedom to all the workers. The ILO provides the
annual review reports these reports shows government measures in achieving the standards of
ILO, global reports shows global picture of the current situations of standards of ILO and the
technical and cooperation projects. ILO and human rights principles of developing countries are
very helpful in the development of individual.
The principles of labor right are mandatory to be followed by the management which are,
 Enabling the freedom of association to all the employee working with organisation: It is
important for the organisation to develop the sense of respect for all employees in which
every individuals has right to join unions for its benefits (McGregor and Smit, 2017.).
 The right to collective bargaining to all the individuals working with firm: provide equal
opportunities to all individuals and determines the adequate benefits of all stakeholders. It
comprise information sharing, join assessments, mutually acceptable decisions.
 To eradicate concept of forced and compulsory labour in an enterprise: This comprise
slavery, debt bondage, prisoning labour, and abusing labourers (Marx and Wouters,
2017).
 To eliminate child labour: It is possible due to pressure created through poverty, lack of
education, underemployment exploitation etc. (Craig, 2017).
 To abolish the concept of discrimination in context to employees and their work. Division
of work is prioritize on the basis of skills and capabilities of workers.
ILO is the International Labour Organisation which is a United Nations agency and is dealing
with all the types of labour problems on international level. It registers all complains against the
22

enterprise that is involved in exploitation of international rules and do not impose any sanction
on governments. The indicators of ILO of forced labour are:
 Threats or actual physical harm to the worker;
 Restriction of movement and confinement to limited area or workplace only;
 Debt bondage where the worker is working just of pay off their debt or loan;
 Withholding of wages or excessive wage reduction that violate previously made
agreements;
 Retention of passport and identity documents so that they are not able to leave or prove
the identity or status.
 Threat of denunciation to the authority where the worker is an irregular immigration
status.
CONCLUSION
The task concluded that there are many human right principles which help in the
development of individuals of developing countries. The developing countries provide freedom
to speak and react on any situations. It also provides all the rights which is required for to
develop the personality of individual in society. The international labour organisation is also very
helpful in developing the personality of employees or workers of developing countries. Hence, it
outlined the principles of labour followed by management that is Enabling the freedom of
association, right to collective bargaining, eradicating the concept of forced and compulsory
labour.
23

REFERENCES
Books and journals
Borras Jr, S. and Franco, J., 2010. From threat to opportunity-problems with the idea of a code of
conduct for land-grabbing. Yale Hum. Rts. & Dev. LJ. 13. p.507.
Buergenthal, T., Shelton, D., Stewart, D. and Vazquez, C., 2017. International human rights in a
nutshell. West Academic.
Choi, M. and Ruona, W.E., 2011. Individual readiness for organizational change and its
implications for human resource and organization development. Human Resource
Development Review. 10(1). pp.46-73.
Craig, G., 2017. Child labour exploitation. The Routledge Handbook of Global Child Welfare.
p.165.
Marx, A. and Wouters, J., 2017. Rule intermediaries in global labor governance. The ANNALS of
the American Academy of Political and Social Science. 670(1). pp.189-206.
Marx, A., Brando, N. and Lein, B., 2017. Strengthening Labour Rights Provisions in Bilateral
Trade Agreements: Making the Case for Voluntary Sustainability Standards. Global
Policy. 8(S3). pp.78-88.
McGregor, A. and Smit, J., 2017. Risk management: Human rights due diligence in corporate
global supply chains. Governance Directions. 69(1). p.16.
24

TASK 4
INTRODUCTION
The task will outline the individual learning from the contemporary issues faced by
Human resource management when expanding business across the international boundaries.
Reflection Statement
The report discussed and focused on contemporary issues faced by Human resource
management when expanding business across the international boundaries. I was aware about the
roles and responsibilities of Human resource manager in the company but I was amazed to learn
about the various discussion over working in multicultural team, models and approaches which
are used by Manager to evaluate the problems which can come across when selling goods and
services in foreign market. It was interesting to write and experience was not aware about the
political factors which creates instability for business operations for the organization in internal
countries. Moreover, in report I used various IHRM model which assisted me in recognizing the
responsibilities of HRM. It also helped me to understand various difficulties faced by HR while
expanding business across international boundaries. I also got to know about convergence and
divergence approach that is commonly used for expansion by various entities. There are various
factors that have direct impact on international expansion of HR, such as, social, political,
economic etc. It helped me to gather market knowledge regarding the same.
I was very keen to write and learn about the issue which come across when doing and
expanding business across the foreign countries. It was very interesting to write about the factors
which affects the business functions in foreign countries. Moreover, it was motivating to learn
about HRM practices as I am discovering myself to become an HR manager so I enjoyed writing
this report. I took time for me collect data as there were various secondary sources with different
type of information over one topic and analysing one good point among all sources was times
consuming but it enhanced my knowledge over 4 models used by HRM. Before writing this
report I was not aware about so many policies and responsibility of manager but now I enhanced
and developed my knowledge which will further assist me in my personal and professional life.
Writing this report improved my skills of analyzing and identifying one important information
out of various best alternatives (Novicevic, Duke, and Bing, 2011). Thus, after writing this,
25

report I analyzed that it is important for everyone to research about every topic in where the
people are interested to enhance and vast their knowledge over one specific topic. Further, I
learned about universality approach which is focused on improving employees and internal
efficiency of organisation according to international market changes. In my opinion, it is the best
strategy and approach which assist the management in stabilizing its business operations in new
market. However, the contextual approach of human resource management deals with external
market changes with mutual understanding. It is important for the management to analyses the
business and business environment of firm when expanding across foreign countries as it assist
the entity in determining the risk which can hinder the performance of business. There are
various issues that are faced by the organization due to differentiated practices followed in the
countries. Hence, these issues are taken into consideration by HR so that the best can be received
from the international setup of the entity. These issues are, conflicts between team members,
time management issues, communication issues due to language barrier, etc. It helped me in
gathering comprehensive knowledge regarding these problems faced by HR commonly.
In accordance, to the report I learned about the guest model in which I discovered the
practices of HR in 6 different part. According to this model I was learned that it is the major duty
of manager to monitors and manage the return on investment and profits when in international
market and to establish control over these factors the HR manager of the country ensures
appropriate productivity, innovation and quality management. Further, I was amazed to learn that
when the business expands its functions it has to provide flexibility of working in order to
motivate and gain trust of employees. When practically I was experiencing HR manger in several
offices and training I used to think that the ultimate job of HRM department is to recruit and
select employees which is very easy and convincing and this the reason behind choosing this as
career option but now researching about this topic and contemporary issues made me come
across various problems which are faced by manager in bot the situation in domestic as well as
international boundaries (Schuler, Jackson and Tarique, 2011). Further, I learned the issues of
Multi-cultural team which are not always visible but exist. In this was only ware about the
concepts that people with different backgrounds work together but it was interesting to
understand that people with different backgrounds while working come across several challenges
due to culture, communication, technology and management of work (Kusluvan, Kusluvan and
Buyruk 2010). Learning about virtual teaming was the most interesting part of my secondary
26

research in which I end up evaluating one good point that will assist me in my personal and
professional life that is working in multicultural team distributes the employees into groups
which bring them to make friendly relation with each other while working. Moreover, during the
secondary research the discovered the concept which is that the working with people of different
backgrounds assist the management in developing the team spirit among workers which is
essential to enhance the performance and establishing trust and dynamics. Furthermore, it was
interesting to understand the role of Pestle analysis because when I used Pestle analysis as a
business strategy as I evaluated the macro factors for one specific company but determining the
use of pestle for international boundaries is little different as it is more focused on labour laws,
employment rights and consumer protection act. Thus, I even learned about the new approach of
IHRM practices which is the Regio-centric which is used by management to establish effective
communications, coordination within one specified region. The organization can also set up
virtual teams across foreign countries. The experts from their field can contribute towards the
success of the organization by contacting with each other through online conferencing,
messaging applications etc. The project helped me to develop knowledge regarding virtual teams
to the core.
The human rights principles and the international labour organisation (ILO) is very much
required in developing countries for the development of their individuals. The human rights are
used for development of individuals and the ILO works for the developments of workers of
developing countries. The human rights are very helpful in overall development of individual as
they provide many rights to individuals which help in personality development of individuals.
Every person has a right of freedom to speak, education, work and think etc. Individuals must
not be discriminated on the basis of caste, religion, race, gender and class. International Labour
Organisation is prepared to develop the employees or labours who are working in developing
countries. ILO work for protecting the interests of workers, ensuring that weather the countries
are following the labour standards or not, and also develops the safe environment for workers.
They work to protect the workers from unfair trade practices and any type of abusing activity.
The workers who are domestic workers, migrant workers and other workers are the main aim of
the ILO. They make the laws and rights for all types of workers in developing countries. They
start the programmes and movement against the child labour and also for the forced labour to
protecting the workers. ILO is very effectively work for the development of employees. The
27

human rights principle and ILO standards for labour are helpful in developing the individual and
also in protecting the interests which help in developing the economies of developing countries.
Moreover, I learned about the concept of modern slavery in which the laubourers are forced to
work under some bondage circumstances. The project helped me to understand the role of
manager and how it can contribute in the formation and selection of teams. I also got waware of
how international workers and employees are recruited for particular job or task.
I would like to conclude by writing that, researching about the contemporary issues face
by human resource department of the organisation enhanced my knowledge over various factors
which were new to me in every sense. I also outlined that HRM practices in the organisation
assist the enterprise in managing employee’s functions in the organisation. The report assisted
me in enhancing my knowledge over my chosen profession that is Human resource because I
was just learning from text books but the models and study of scholars have provided me an area
of improvement. The report increased by research skills and analyzing capabilities because when
I started when I started seeking for secondary sources things took time as it was wide area and
choosing best points was little difficult in start but till end I realised that the important pints are
very attractive and highlighted so it is not at all difficult to gather appropriate data. The learning
over multi-cultural concept enhanced by knowledge over practices that need to considered when
business across the international boundaries. While writing this report I identified that, people
from different background varies in different ways like, language, skills, attitude, tone and
thinking which is an advantage for the expanding firm as each and every employee come up with
one new cost-effective technique. Henceforth, after making all the important changes in the
research I decided that from now I will focus on researching over every doubtful knowledge
because the scholars have lot to say which increase our skills of evaluation. Moreover, from now
I will try to extract data about every topic which can assist me in my both personal and
professional life. Thus, I will also focus on my time management skills as after researching I
discovered that it researching about one topic took me so much time which delayed the
submission of my project.
CONCLUSION
The reflective statement outlined the learning of individual from the above report which
concluded all the HRM aspects which are been considered by an organisation when expanding
28

business functions. The reflective learning of the individual is summarized in the form of
description, personal feeling, evaluation, conclusion and action plan.
CONCLUSION
The report summarized, the issues faced by Human resource management department
when expanding or doing business across the international boundaries. It is important for the
company to promote growth and development of organisation but for this it has to go through
various tests and circumstances of new market which are difficult to adapt. The report
summarized the concept of 4 HRM models which assist the enterprise in analysing the macro
and micro factors of the company before expanding operations in foreign countries. Further, the
report outlined models that is, convergence and divergence, Pestle analysis and Regio-centric
approach used by HR department to identify the factors which need a mandatory compliance in
order to carry out smooth flow of business operations.
Furthermore, the report concluded with the issues of multi-cultural team which is faced
by the enterprise across the international boundaries. The virtual team concept stated that the
major reason of issues is the communication, coordination and cooperation which arise due to
change in language, time, attitudes and beliefs of culture. It identified the relationship between
HR and organisational management are interlinked to each other as the manager as the
department is accountable for making effective changes according to external factors. Besides, it
evaluated Human rights principle that are used for the development of individual and role of
International labour organisation which provides laws and rights to protect the interests of
workers in developing country. Thus, the report ended by reflective statement it which it
discovered all the learning of individual which are even enhanced after researching and writing
the contemporary issues faced in international HR.
29

30

REFERENCES
Books and Journals
Kusluvan, S., Kusluvan, Z., and Buyruk, L., 2010. The human dimension: A review of human
resources management issues in the tourism and hospitality industry. Cornell
Hospitality Quarterly. 51(2). pp.171-214.
Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Novicevic, M. M., Duke, and Bing, M.N., 2011. Customers cocreating value with the firm:
implications for IHRM. The International Journal of Human Resource Management.
22(03). pp.746-761.
Online
Models of Human resource management 2015. [ONLINE]. Available through:
<http://nehaspeakshr.blogspot.in/2015/07/models-of-human-resource-
management_30.html>. [Accessed on 23rd August 2017].
31