Strategic HRM & International Business

This assignment delves into the crucial intersection of strategic human resource management (HRM) and international business. It requires you to analyze various frameworks and models that guide HRM practices in a global context. You'll examine the unique challenges faced by organizations operating internationally, such as cultural differences, legal complexities, and talent acquisition in diverse markets. Furthermore, the assignment encourages you to evaluate best practices for managing human capital effectively in an international business environment.

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International Resource Management
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International Resource Management
The essay presents a brief overview of the international human resource management in the
association. It tells that how sustainable human resource management influence the trade and
business of the company. It explains key roles and functions of the human resource within the
organization. The sustainable and effective IHRM is important to expand the trade and business
worldwide. It describes the roles and responsibilities of the HR head to run the business
effectively at global level.
International human resource management is the primary function of every association. The
international HRM includes the various activities such as motivation, recruitment, employment,
staffing, selection, performance management, compensation, incentives and performance
appraisal. The human resource management is the backbone of the company. The association
cannot run the business effectively and efficiently without sustainable IHRM. This management
works for the employee’s safety and it provides job satisfaction to the employees. The HRM
makes various kinds of rules, policies, strategies and regulations to conduct the trade
successfully (Al Ariss, Cascio & Paauwe, 2014). The HRM deals with planning, organizing,
motivating, directing and controlling the personnel activities and functions of the business. The
scope of the human resource management is much wider. HRM provides support and guidance
to the line management. They search and attract high caliber and potential employees to gain the
competitive advantages in the market (Barney, Ketchen Jr & Wright, 2011). HRM addresses
various issues and key challenges of the organization. IHRM ensures that whether business
activities and operations are conducting inefficient manner or not, it also ensures that whether the
company is following the ethical and legal standard or not. IHRM also includes worldwide
recruitment and selection strategy and performance management. The human resource activities

International Resource Management
are conducted by the IRHM at global level. The international HRM directs and operates three
categories of the employees which have been discussed below (Armstrong & Taylor, 2014).
Home country employees: The home region employees are the employees who are from the
same country where the company headquarter is situated.
Host country employees: The host country employees are the people who are the resident of a
nation in which the company branch and plant is located (Budhwar & Debrah, 2013).
Third country national employees: The third country national employees are not the resident
of the home country as well as host country but they work in the subsidiary company.
Now a day’s many MNC’s wants to expand its business globally to gain the revenue and profit
across the world. Thus, many issues and challenges are faced by the companies while conducting
business at international level. They need to follow various rules, policies, strategies and
regulation at global level. Thus, MNC’s maintain effective and sustainable human resource
department in the company to run the business activities and operations successfully. Mainly, the
success and growth of the trade depends on the effective IHRM. The employees come from
different background and traditions in global business thus they are not able to understand the
culture of the other country. In this way, various challenges and difficulties are faced by the
employees. They key functions of International human resource management are discussed
below (Buller & McEvoy, 2012).
Staffing and recruitment: It is the core function of human resource managers and it affects the
business activities globally. The staffing and recruitment includes various activities of the
employment. It includes job analysis, job design, compensation and reward scheme, recruitment
and selection. The IHRM analyzes and indentifies the business activities and operations of every

International Resource Management
country to understand the culture of the country. HR manager is responsible for the induction and
coaching of the workers who come from different country and location across the world. The
international HR manager is responsible to attract more candidates to run the business at
international level. HR manager is responsible to hire qualified, skilled and competent employees
in the firm to do business actions successfully (Caldwell, Truong, Linh, & Tuan, 2011).
Compensation and salary packages: It is the main and core function of IHRM. Rewards and
compensation must be provided by the HR manager. HRM evaluates and indentifies potential
and competent employees to carry the business effectively and efficiently. The IHRM also
provides incentives, bonus, and compensation to the employees. The sustainable HRM should
provide flexible working hours to the employees to do global business effectively and efficiently.
Remuneration and compensation scheme is the other functional approach of the International
human resource management (Fairlie, 2011).
Administrative function: HR manager should understand that how to achieve the goals and
objectives of the firm. They do administrative task also to gain the long term success and growth
in the market. They evaluate and analyze the activities of the different department to carry the
business effectively at international level (Huselid & Becker, 2011).
Professional development: It is the core function of the IHRM which related to induction and
coaching. It provides induction, training and development coaching to the employees to improve
the skills and efficiency of the expatriates. It provides excellent and unique strategies growth
opportunities to the workers. It also encourages employees to do work successfully and
efficiently with maintain sustainability at the workplace. The aim of the training and

International Resource Management
development is to provide sufficient training to the employees in a company to fulfill the global
goals and objectives (Inyang, Awa & Enuoh, 2011).
Performance evaluation: The international HR manager evaluates and analyzes the
performance of the employees to perform the task at international level. They collect feedback
from supervisor to evaluate the performance and productivity of the workers. It is the important
function of the IHRM. Through performance evaluation, HR manager can identify the potential
employees within the organization. They must provide some extra benefits to potential and
competent employees. Generally, performance evaluation is conducted by the administration
manager to carry the business successfully. HR manager should evaluate the employees from
different countries. The performance assessment depends on the strategy of the international
human resource management (Edwards & Kuruvilla, 2005).
Labor relations: HR manager should maintain good labor relations with employees to run the
business activities effectively. They are responsible to maintain good communication and
collaboration with employees to build employee engagement across the world. It will also help to
provide job satisfaction to the employees (Chung, Sparrow & Bozkurt, 2014).
Legal compliance: It is the foremost function of the IHRM to derives the business smoothly. HR
managers check and evaluate whether the company follow proper law and regulation or not,
whether other labor laws and rules are fulfilling the requirements or not. The various laws
involve health benefits, rewards and compensation schemes, minimum wage law and other rules
and regulation related with employment. The company should follow all these rules and
regulations to expand its business successfully in different countries (Tarique & Schuler, 2010).

International Resource Management
Now it is assumed that IHRM is the core and primary function of the company. It also monitors
core values and core competencies of the home country as well as host country. They analyze the
culture and custom of the host country to identify the risk and challenges of the country. They
use the effective strategies and policies to flourish its business globally. In this way, the company
can beat its competitors across the world.
The key components of HR strategy play a significant role in every organization. The key
components of HR strategy which have been discussed below (Delbridge, Hauptmeier &
Sengupta, 2011).
Assessment of organization and employees performance: It is the major strategy of human
resource management. The HR manager is responsible to evaluate the performance and
efficiency of the expatriates to increase the revenue and sales of the company.
Build and develop HR strategy and policies: IHRM work like as a consultant to develop
unique strategies, plans, and policies of the workers. The plans and policies are essential to gain
the long term growth and success across the world (Farndale, Scullion & Sparrow, 2010).
Effective and unique organizational formation and design: It is the important element of HR
strategy to overcome on the competitors in the market. It provides long term benefits to the
employees as well as organization.
Reward and remuneration strategy: It is the important strategy of IHRM to conduct its business
globally. The human resource management is responsible to provide rewards and remuneration
to the employees. It will increase the confidence of the employees (Thompson, 2011).

International Resource Management
Maintain a good organizational culture: It is the major key element of the HR strategy to
attract more candidates across the world. IHRM tries to maintain effective and unique culture at
the workplace to gain the long term advantages in the host country (Vaiman, Scullion &
Collings, 2012).
Employee engagement: This is the important strategy of international human resource
management to expand and flourish its business in the host country. The HR manger should
focus on the employee engagement and commitment to fulfill the needs and requirement of the
company (Sparrow, 2012).
The roles and responsibilities of HR executive as global aspects have been described below.
 HR manager is responsible for recruitment and selection of the employees. They make
effective strategies and approaches to attract more candidates in the market.
 IHRM is accountable to conduct training, induction and development coaching to the
employees. They evaluate and monitor the performance of the employees. They are
answerable to provide good working environment and atmosphere to the employees at
international level (Werner & DeSimone, 2011).
 They are responsible to maintain reciprocal relationship with employees across the world.
They should resolve the conflicts and problems of the employees. In this way, they can
give contribution in employee engagement.
 They are responsible to collect feedback from supervisors to check and evaluate the
performance of the employees.
 They should build and develop trust, faith and belief among the employees to encourage
them to do work effectively and efficiently.

International Resource Management
 They are responsible to motivate the employees to run the business at international level.
In this way, entire business activities and operation are carried by the IHRM. The company
cannot run its business in host country without effective international human resource
management (Wright & McMahan, 2011).
The report is based on the sustainable human resource management. After the various studied it
has been evaluated that none of the organization can flourish its business without effective
international human resource management. Further, if the company wants to expand its business
globally then it should focus on the innovative policies, techniques and strategies to increase the
revenue and profit of the company. Now it is assumed that international HRM plays a vital role
in very organization to conduct its business at international level.
References
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Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance:
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