Report on Contemporary Issues in International Human Resource

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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