International Human Resource Management Report 2022

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

INTERNATIONAL HUMAN RESOURCE MANAGEMENT1
Executive Summary
Human Resources practices are generally found to very strategic in nature. It aims to provide
proper guidance system which can co-ordinate with the business plan of organization. HR
practices are found be foundation for supporting human capital of organization. The practices
help in formulating a proper method which is needed for analyzing the effect of the employee
reward program. The second idea is all about creating a particular program which will help in
reducing work-based injuries and formulating a framework for employee laws. By the help of
these of practices, human resource personnel can easily develop leadership among their staff
members.

INTERNATIONAL HUMAN RESOURCE MANAGEMENT2
Table of Contents
Introduction..........................................................................................................................3
Discussion............................................................................................................................3
Performance Appraisal....................................................................................................3
Description of HR Function.........................................................................................3
Critical review from different sources.........................................................................4
Differences and Similarities of HR function in various countries...............................4
Hofstede Model for culture difference and similarities...............................................5
Training and Development..............................................................................................6
Description of HR Function.........................................................................................6
Critical review from different sources.........................................................................6
Differences and Similarities of HR function in various countries...............................7
Hofstede Model for culture difference and similarities...............................................8
Recommendation.................................................................................................................8
Conclusion...........................................................................................................................9
References..........................................................................................................................11

INTERNATIONAL HUMAN RESOURCE MANAGEMENT3
Introduction
The following report is all about demonstration of two HR practices which does not
transferable. It does not provide the same result in a different context. Training and development
of HR function is merely inclusive of orientation of new employee, training for job skills and
overall professional development (Ahammad, Tarba, Liu & Glaister, 2016). This kind of
activities will ultimately improve the current employee job skills in the present position. It will
ultimately help them with certain skills and expertise for different cross-functional works which
can enhance the overall value of the organization. A comparison has been done with respect to
HR practices in between eastern and western countries. Most of theories related to human
resource management and literature have originated in western countries (Ahlvik, Smale &
Sumelius, 2016). Globalization and cross-culture are increasing at a rapid rate which highlights
the differences between the national culture. The point can be concluded that eastern and western
countries come up with different approaches. There is a huge amount of differences of
organizational structure for human practices for eastern countries like China and Japan and
Western countries like United States and the United Kingdom.
In the coming pages, an overview has been given regarding two HR practices that are
performance appraisal and training and development. An analysis has been done with respect to
the critical review from a different perspective. All the similarities and differences are supported
by theories like Hofstede.
Discussion
Performance Appraisal