International Human Resource Management

This report evaluates the role of HRM in strategic management and achieving organisational goals at domestic and international levels. It also explores the tools and approaches used for global talent management and succession planning in organisations. The report highlights the importance of career development planning and the use of differentiated and inclusive approaches in talent management. It also discusses the importance of performance management in identifying high potential employees for succession planning.

International Human
Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
Critically evaluate the role and the contribution of Human Resource practice in strategic
management and achieving organisational goals at domestic and international levels. ............3
TASK 2.........................................................................................................................................6
Critically evaluate and explore the tools that uses for global talent management and the
succession planning in the organisation with relevant theories and models and also investigate
the career development plan for the organisation that is selected for the individual report
section. .......................................................................................................................................6
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
International human resource management is refers to the package of activities that target
human resource management at the international level. It is liable for handling administrative
services for the organisations such as selecting, providing training and appraising local and the
international employees. International human resource management plays a major role in
bringing creativity and innovation in the working of the company. They work on making people
aware in the organisation in order to maintain sensitivity in dealing customers from other
countries, they hire best possible talents to make sure that they manage the work on international
level. They also face many barriers in the journey on handling operations on international
level(Aggarwal, 2021) . The aim of this report is to highlight and evaluate the human resource
in domestic and international levels with the analysis of the role of HR policies and practices in
achieving the desired goals in the organisation. It also examine the various tools that helps in
management of the global talent and successions plans.
TASK 1
Critically evaluate the role and the contribution of Human Resource practice in
strategic management and achieving organisational goals at domestic and
international levels.
Strategic management by the human resource management generates the framework that
builds a bridge between people in the management and the development practices in order to
achieve the long term business goals and generates best possible outcomes. Human resource
management plays a great role in making contribution in strategic management as well as
achieving he set objectives. The HRM builds a team that works in the area of changing and
making effective group behaviour that helps in making work smoother(Etoom, 2022) . The role
of HRM in strategic management at domestic as well as international markets are discussed
below:
 Role in making strategy formulation- Human resource management its in a position
where they need to effectively supply of competitive intelligence which is very useful in
strategy formulation. The formulate surveys that helps in making plans regarding
competitors by making effective evaluation on the competition. They also make surveys
that generates opinions from employees. They elicit information about customer

complaints and generates information from pending legislation. Human resource serves
as the force that builds and create strategy for achievement on the goals. In the context of
Tesco, their HRM is making great efforts in order to create strategies that results in
effective working of the employees.
 Role in implementation of the strategies- Human resource management supplies the
competent and effective workforce that execute the strategise in the organisation. It is
very essential to remember that creating link between strategies and HRM needs more
than selection from the chain of practices choices. The barriers is to develop the effective
configuration plan of HR practices choices that provides help in application of the
strategies in the organisation with that enhances its competitiveness(Meyers, 2020) . In
the context of Tesco, their implementation of the strategies by the human resource
management depends on the current environment and the needs and wants of the
customers.
 Develops a detail understanding of the companies objectives- The human resource
management plays a major role in making detail evaluation of the objectives of the
company as it helps in understanding the capability of the organisation in handling tasks
and activities. By the detail analysis they examine the objectives and then formulate the
strategies in accordance to the ability of employees. In the context of Tesco, they develop
plans by critically evaluate the company's objectives and the needs of the current market.
 Workplace safety and the risk management- Creating a working environment that is free
from unnecessary problems is the strategic role of each and every human resource
manager. Strategic management in context of creating workplace safety and minimizes
the risk management which results in reductions of the potential losses from on job
injuries. By providing effective employee training in order to make proper use of
complex machinery and the equipments. They helps in building functional tasks that is
associated with building safe work environment. In the context of Tesco, they are
creating good working environment for the employees to work effectively.
 Building and managing teams- Human resource management who supports international
operations in the business must ensure that the teams work in the diverse range of
environment. By conducting workshops in team building and promotes the acceptance of
the cultural diversity and motivates the employees to achieve the strategic objectives that

helps in the organisation to builds the strong teams. In the context of Tesco, they builds
teams so that everyone work in accordance to the set aims.
 Fosters global collaboration- The major role of human resource management in
internationalisation of the business is to enhance the global collaboration as companies
become more international. They tend to know less about the about the day to day
operations and focuses more on the international business operations and make sure that
the personnel work effectively in the teams(Pandita and Ray, 2018) . The human
resource management care about the competitive advantage, economic survival and the
profitability for the tough times in the companies and plan in accordance to that. The
main role is to manages the hiring of the employees, managing benefits and handling the
disciplinary actions. They help in making more employee contribution in the
international level. One main change that human resource management have in context
of domestic and international markets are labour laws in the companies and handling
cultural issues in certain countries. In context of Tesco, their HRM practices are much
more effective in order to make the company globally known by its effective services.
The human resource management plays a essential role in achieving the desired goals of the
organisation in both the domestic as well as international markets as it serves the strategies and
the guidance that helps in getting aim closer, some of the role of HRM are discussed below:
 Solve complexity- It is very important for the success of the organisation to solve the
major problems in the business and comes in the way of achieving goals. Their is the
past relationship between the success and the challenges in the businesses. Human
resource management helps in identifying the risk that is associated in the process of
success and generates the plans the work on minimizing the risks and provides the
effective path of success. In the context of Tesco, their human resource management
helps in many ways and generates the ways of doing work in the organisation.
 Creating a global appeal for the organisation- The Human resource management of the
organisation helps in creating the products and services that generates the interest of the
local people without making any compromising upon the global identity. They make
sure that they regulate the functioning of the organisation in accordance to the culture
and the expectations of the customers. In the context of the Tesco, their HRM practices
are more effective as they sells the products that suits the local people of that particular

country with that they also make sure quality of the products should be high and
maintain the standards of the organisation.
 Training on the cultures and making sensitivities of the host country- The human
resource management of the organisation contributes majorly in providing training to the
employees of the organisation in accordance to the culture of the nations. They make
sure that the host country respects all the cultures ans the policies of that country and did
not make any harm to the sentiments of the people which results in making major
impacts on the thoughts and the mind process of the people. In the context of Tesco, they
are working on this aspect of the working in the organisation as they sometimes are not
capable to create link with the customers.
 Make industrial relations- The HRM mostly works on the production and the
manufacturing functions of the organisation but with that HRM must practice on the
ongoing industrial relations and should make sure that they work on making amicable
relations with the other unions. The main motive of the industrial relations is to address a
lot of issues in the company and it is extremely important for the organisation as it
handles the loss of production, loss of funds, protest and many more (Park, Jeong and
Kim, 2020) . In the context of Tesco, they are successful in making effective relations
with the other industries which helps in providing raw materials from various sources
and also manages the production and manufacturing process.
TASK 2
Critically evaluate and explore the tools that uses for global talent management and the
succession planning in the organisation with relevant theories and models and also
investigate the career development plan for the organisation that is selected for the
individual report section.
Career development is very much important for the individual growth and undertakes the
personal career plan. It was investigated by me that career management contains the whole
process of designing and implementing plans that enables organisation to satisfy the needs and
wants of the customers. Its a long process of investigating about the resources and
accomplishment of the career goals. After the whole evaluation I analyse that human resource
management provides the career development planning that develops the knowledge and skills in

me (Rees and Smith, 2021) . It utilise my strengths ,talents and experience to make enhancement
in my passion for work. After critical evaluation on the Tesco it was found out by me that they
are providing many opportunities for their employees. I understand that career opportunities
really matters to the people as Tesco provides the various career choices with huge opportunities.
By my personal experience in Tesco I find out that Tesco provides the growth in the nay
particular role and builds the role that makes a me expert in selected field. They provides the
ways to learn and the first approach in learning process includes try what you want to do by role
swaps, collaborative projects and by stretching my limits. The next process includes learning
from peers, by online source, by a course and on the job. And the last process is teach, as Tesco
teaches me through videos, by masterclass and by talks. From my personnel experience I have
learned that Tesco is providing many ways for the carer development in the organisation such as
they provide training and learning for the employees of the organisation, providing pay raises
and the promotions that generates the growth in my career development with that they also
maintains the culture in the company (Schreuder and Noorman, 2018) . Development is the life
long learning that grows with networking and by using many career development approaches.
My career develops by learning on site and analysing things from the individual career growth.
There are multiple approaches that work in enhancement of the career development. I evaluated
that these approaches guides me in my development process.
The differentiated approach is defined as the practice of performing sorting of the
employees on the basis of the performances and by their potential. Many companies conduct
study that emphasis on employees with high potential. This approach is favoured by the
businesses by providing rewards, incentives and attention on the top talents. There are difference
in percentages of the employees that includes in the high potential group by the different
organisations. Whereas there are another approach that manages the talent and career
development is inclusive approach that refers to the approach that includes attempts by the
companies to address the needs of the employees at each levels of the organisation in order to
make them more productive towards the work. These two philosophies of the talent management
are mutually beneficial for the career development. I evaluate that by these two approaches
businesses can find out enhancement in the working of the employees and by that they can
provide development opportunities to them.

Management of the talent in the organisation is very much important as it helps in fastest
growth in the companies with the development of an individual in the process. I found out that
talent management prioritises the important factor of the company for the high growth. There are
essential needs of the tools in the management as organisations majorly required achievement of
the business objectives. With this there are different strategies that requires by different talents as
there is no single strategy that fits for all solutions for talent optimization. Some of them are
defined below.
Objectives metrics is the measurement of clearing and defining goals to the workforce. In
between the high growth of the company there are aspects and the job descriptions that are not
clear or well defined as a results this leads to the falling down of affectivity and efficiency. No
organisation is able to generate the work from the workforce without being clear in terms of
goals as well as addressing challenges such as compensation of the incentives. The another
metrics for the management of the talent in the organisation is strategic alignment which is
defined as the executing the strategies in accordance with the plans. The strategies are aligned
with the overall strategic planning(Stone, Cox and Gavin, 2020) . This critically evaluates the
plans that must be executed by the people and the makes the tasks and activities aligned.
Strategic alignment becomes very crucial and and easy tool for optimizing the overall
performance of the company. The another tools which manages the talent management in the
organisation is targeting training and development, as talent and the strategy are two important
factor of success and making them closely aligned generates the profits for the business. In a way
to make things quickly done requires establish base for the employees, which is build by the
effective training for high potential individuals within the organisation. The cost effective
trainings develops the working of the organisation with that it also meets the employer needs.
The another major important tools or approach that is important for the talent management of the
organisation is career pathing which is process that is used by many companies in order to add
elements that leads individual on the way of success and helps in improvement of the
performance. It provides the ways to each of the worker with clear job descriptions and the
performance metrics. Companies engage each and every employees to understand the personal
abilities and the aspirations that requires to develop a development plan within the organisation.
In the list of the tools the another important tool for the talent management is talent mapping,
which is a formal process connecting a talent on the hand with the talent which is requires to

enhance the growth in order to fill the gap of shortfalls (Zaid, Jaaron and Bon, 2018). There is
another tool in context of talent management of the businesses that is prioritizing efforts, which
is describes as the strategic and operational planning joined together in order to grab the most
opportunities. It starts with the area that determined to be the most important and contributes
most in the success of the organisation.
By the whole evaluation of the process it analyse that in order to manage the talent in the
organisation there is a need to establish the various tools and techniques that enhances the talent
of the individual with that it also makes the improvement in the organisation and its productivity.
From my point of view there is emergence needs of management of the talent in the companies
as they contributes majorly in the success of the organisation.
There are three types of career protein which are defined below:
Protean career- This is defined by the type of career which can be build by an individual ,not by
the organisation. It goes through frequent changes because of autonomy and self engagement.
And it derives by individual needs rather than organisational.
Boundryless career- It is defined as the career which revolves around the set of various
organisation, sectors and domains. The individuals that following this type of career have no
scope to grow well because their work revolves around several parameters.
Kaleidoscope career- It is defined as the career build and define by an individual , on the basis
of values instead define by an organisation. It grow by the authenticity, balance and various
challenges.
In the context of Tesco they are using boundryless career for their employees , as they are
defining all the duties and the roles of the staff of the organisation.
The succession plan that Tesco is sustaining in the market through challenges and encourage
the employees towards future growth of organisation, They are planning to make changes in a
accordance to the customer feedback and market conditions.
CONCLUSION
From the above report and essay it is concluded that international human resource
management is the process that builds the organisation ready to face the international barriers in
the way of success. This report includes the important of the human resource management in
achieving the organisational goals in global and domestic markets. The human resource
management importance in strategic management are Role in making strategy formulation, Role

in implementation of the strategies, Develops a detail understanding of the companies
objectives, Workplace safety and the risk management , Building and managing teams and
Fosters global collaboration. It also plays crucial role in domestic and international platform such
as Solve complexity, Creating a global appeal for the organisation, Training on the cultures and
making sensitivities of the host country and Make industrial relations. After this there is a essay
which provides the great study of the tools that manages the talent in the organisation with the
approaches that helps in developing the effective career growth to the employees of the particular
company. It also consists the growth that Tesco is providing in context of their employees
personnel growth.

REFERENCES
Books and Journals
Aggarwal, K., 2021. The Impact of Company Characteristics on Human Resource Disclosure
Index: A Study on Service Sector Companies in India. FIIB Business Review,
p.23197145211010871.
Etoom, D., 2022. Influence of individualism and collectivism on talent management
practices. International Journal of Cross Cultural Management, 22(1), pp.137-155.
Meyers, M.C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review, 30(2), p.100703.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Park, S., Jeong, S. and Kim, E., 2020. Government Support for Human Resource Development
and Internationalization of Small-and Medium-Sized Enterprises (SMEs) in South
Korea. Human Resource Development in South Korea, pp.57-82.
Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
Schreuder, R. and Noorman, S., 2018. Strategic talent management: creating strategic value by
placing top talents in key positions. Development and Learning in Organizations: An
International Journal.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.