Challenges in International HRM at Pandora

This report evaluates the challenges faced by Pandora in international HRM and discusses the impact of HR practices in different cultures.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Introduction
In the year 1982, Pandora which is international manufacturer and retailer was
established. The organization comes up with huge number of benefits like charm bracelets,
designers and lastly watches (Noe et al. 2017). This particular jewellery organisation has its
production site in Thailand, and its focuses on marketing of products in more than 100 countries.
In the year 2011, Pandora planned to come up with online platform where it began to expand its
e-commerce to majority of its markets inclusive of Australia.
In the coming pages of the report, a critical evaluation has been done concerning
challenges that the organization that is being encountered. The issues are addressed from the
perspective of HRM.
Evaluate the challenges now facing these organisations from an International
HRM perspective
With increase in globalization and proper communication between the countries which
tend to operate at international standard. The major focus of the organization is to operate on
given international standard that is needed for managing the dissimilarities (Cascio 2015). Some
of the domestic aspects of HRM is due to planning and staffing where HRM tend to operate in
only nation. On the contrary, IHRM focus on involvement of range of countries. International
Human Resource Management (IHRM) can be considered to be a domain which effects the
overall design and effect of organization human practices in different culture. Human Resource
Managers of Pandora can neglect the overall influence on organization (Brewster et al. 2016).
IHRM aims a key role in overall improvement of global business.
In IHRM, there are mainly five areas of function that are selection, recruitment, training,
development and evaluation of performance, training, selection and labour relation. In the very

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first step of IHRM that is selection and recruitment, organization tend to employ newly qualified
people which is needed for operation at international level (Collings, Wood and Szamosi 2018).
Staffing is another complex function of IHRM. In Pandora, managing and staff tend to affect the
organization as per their required preferences. In the domain of recruitment and selection, firms
need to have an understanding concerning widespread of the organization Pandora. At present,
the local cultures tend to have huge amount of impact on the method of recruitment and selection
(Stone and Deadrick 2015). At the instance of making a choice, there is a need for maintaining a
proper balance between corporate consistency and overall sensitivity. In development and
training phase, IHRM tends to play a key role proper training of personal along with fulfilling
the goals. It is mainly needed for much better growth and overall performance of the
organization.
On world-wide platform, human development experts need to understand the overall
responsibility which is needed for training and development for employees. In evaluation of
performance can be considered to be an important function which is needed for IHRM
(Morschett, Schramm-Klein and Zentes 2015). In Pandora, evaluation of performance is needed
for overall development and administration. In the domain of international HR managers,
performance evaluation can be considered to be an important step for HR managers that need to
be evaluated. Proper remuneration and benefits are known to be a functional area in the domain
of IHRM. For adaptation of international system of compensation and benefits, there are mainly
two important aspects that need to be taken into account (Nankervis et al. 2016). The first aspect
is known to be comparability while the second one is cost.
In Pandora, IHRM tends to encounter seven issues like

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Leadership Development: HR professional aim to experience various kind of issues
concerning structure, process and tools which is needed for best decision making. At the team
members of the project do not perform at the same given level which is due to project manager
(Gutierrez-Gutierrez, Barrales-Molina and Kaynak 2018). Various employees around the globe
considered to have left their job which is due to poor relationship and direct managers.
Staffing: Proper attraction, retaining and understanding the best talent requires proper
time and is laborious task. For attracting the right talent, candidate needs to have an idea
concerning need of Job and details of Pandora (Noe et al. 2017). With time, overall jobs and
responsibility tend to change at a rapid, and the whole task become very much difficult.
Change management: In the present domain, change is the shape fitter which can
influence competitors and present workplace (Brewster et al. 2016). This particular aspect is
mainly responsible for adapting employees which is needed for change procedural or technology
which the human is afraid of changing.
Successful planning: Large number of people around the globe leave their job and lack
of developing opportunities (Cascio 2015). Training is known to be a useful method which is
needed for being loyal. Pandora can make use of effective learning management system (LMS)
which is needed for training and providing eLearning courses.
Health and Safety: Both healthy and safety standard is considered to be most obvious
human resource issues (Collings, Wood and Szamosi 2018). Labour does not govern the given
concern which is needed for overall health of employees. Overall well-being of employees can
decrease as high demand and limited time.
Issues in Overall Employee Experience: It is very much rare to look for staff turnover
that has much good experience in fast-faced organization. This particular issue in Pandora can be

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considered to be as one of the major issues (Stone and Deadrick 2015). If the employee of
Pandora is satisfied with their workplace, then they are far likely to take into consideration the
other employees.
Conclusion
The above pages of the report help in concluding the fact that this report is all about
IHRM which plays a key role in Pandora for surviving the business. IHRM tends to affect how
international business manages human resource in various national context. It mainly comprises
of allocation and effective use of human resource which is needed by multi-national corporation
like Pandora. Human Resource managers need to complete sort the issues concerning
globalization and internationalisation as a result of culture issues. IHRM in Pandora can play a
key role in framing research concerning innovation.

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References
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management, 38(1),
pp.43-66.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management (pp.
978-3658078836). Springer.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), pp.139-145.