Challenges in International HRM at Pandora

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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HUMAN RESOURCE MANAGEMENT1
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

HUMAN RESOURCE MANAGEMENT2
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