3 Most Important HR Practices for International Business - Desklib

This presentation by Desklib discusses the 3 most important HR practices for international business - recruiting, pay for performance, and training and development. It provides a description and critical analysis of each practice, along with their pros and cons. The presentation also highlights key issues such as investing in lower-level training and development, employee compensation, and the cost of attracting talent. The conclusion emphasizes the importance of human resource management in achieving business goals and contributing to corporate decision-making processes.

BSC (Hons) Business Management
(Top-up)
BMP6003 International HRM

Assessment 2: Individual Presentation
Three most important HR practices for an
international business
Name:
ID:

Contents
Introduction
3 most important HR practices for an international business
Conclusion
References

International human resource management is utilised for firms which
tackles its human resource functions at an international level. This comprises of
typical HRM function such as recruitment, selection, performance management
and so on and they are analysed and managed at an international level.
Introduction

Description & Explanation
• Recruitment is the procedure for determining, appealing, interviewing, selection,
appointment and on boarding employee. In another terms, it includes all from the
identification of a recruitment needed to filling it.
• Recruitment is one of the initial first stage in developing a firm's on human
capital. From top to bottom level, the objectives are to place and appoint the
appropriate candidate on time and on inexpensive.
3 most important HR practices for an
international business (RECRUITING)

CONTINUE..
Pros:
• Larger talent pool
• International experience and insight
• Inner motivation
Cons:
• Higher costs
• Immigration requirements
• Additional support
Critical Analysis (pros and cons)

3 most important HR practices for an
international business (PAY FOR
PERFORMANCE)
Description & Explanation
• Pay for performance is an well-organized set of high performance culture,
company values, management styles which reveal audacity, creativeness,
commitment and performance. It is a combination of diverse procedure which
helps workers in reaching towards in achieving inspiring objectives.
• The organisation compliments topmost performers and inspires team to create an
extra mile. This prizes hard worker and actions on low performers directly.

Critical Analysis (pros and cons)
CONTINUE..
Pros:
• Identifying areas of improvement
• Increase retention
• Better recruiting
Cons:
• A blurred line
• Misalignment of goals
• The threat of dissolving profits

3 most important HR practices for an
international business (TRAINING AND
DEVELOPMENT)
Description & Explanation
• It is an HR practices to invest in training and development opportunities in order to
improve the present workforce on skill specific training as well as realizing the
value that young employees place on learning.
• This practice for training employees includes bringing interns to minimise training
cost before hiring them full time.

CONTINUE..
Critical Analysis (pros and cons)
Pros:
• Elevated job fulfilment and employee
commitment
• Increased employee motivation
• Upgraded employee retention
Cons:
• Elevated expenses
• Poor quality training could have a
poor quality work
• Necessitates time away from work

SYNTHESIS OF KEY ISSUES
The 3 key issues are:
• Spending in the training and development of lower level
• Employee compensation
• Appealing talent is a vast investment of time and money

CONCLUSION
From the discussion, it can be concluded that human resource
management is vital for every organisation as they manage strategies to
make sure that firm reaches their business goals and also contributes
significantly to corporate decision making process which involves
assessment of present workers and forecasts for forthcoming ones
constructed on commercial demands. In this presentation, it includes the
three HRM practices with their explanation and pros and cons of each
practice.

REFERENCES
Al-Dubai and et. al., 2019. FHE MODERATING ROLE OF JOB SATISFACTION ON THE
RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND
EMPLOYEE PERFORMANCEAMONG TELECOMMUNICATION EMPLOYEES. Journal of
Internet Banking and Commerce, 24(3), pp.1-22.
Al-Taweel, I. R., 2021. Impact of high-performance work practices in human resource management of
health dispensaries in Qassim Region, Kingdom of Saudi Arabia, towards organizational
resilience and productivity. Business Process Management Journal.
Cantoni, F. and Mangia, G. eds., 2018. Human resource management and digitalization. Routledge.
Chaudhary, R., 2019. Green human resource management in Indian automobile industry. Journal of
Global Responsibility.

QUESTIONS?

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