Human Resource Planning in International Business

This article discusses the importance of human resource planning in international business. It covers topics such as recruitment, selection, training, and performance appraisal. It also provides strategies for retaining employees and increasing business outcomes. The article emphasizes the need for a proper HRM strategy to attain business goals and objectives.

HRM
International Human Resource Management
Human resources Management
Name of the Author-
University Name-

Contents
Introduction.................................................................................................................................................2
Human Resource Planning-.........................................................................................................................2
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

Introduction
With the ramified economic growth and complex business structure, Human resources
management plays pivotal role in the business success. Human Resource management refers to
the management of human resources available in a particular organization. Like maintaining
other resources, management of human resource is also important and human resource
department takes care of the same. There are so many things that come under human resource
management like recruitment, selection, trainings, performance appraisal and so on. These things
are really necessary to maintain the efficiency and effectiveness of the employees. In the process
of hiring, it is necessary to know the actual requirement of the skill set possessed by an employee
and if he/she is able to justify the position. After knowing the eligibility, there are certain things
that need to be tested to know the sustainability and intelligence of the employees. All the
employees should be provided proper training and development program which could strengthen
its business outcomes in effective manner.
Human Resource Planning-
In the given organization, human resource director decided to adopt “cost leadership” strategy
that helps in increase the sales by 30% in one year. For the same organization, human resource
planning needs to be done to hire the required resources (Balakrishnan & Srividhya, 2007). An
organization is a place where strategic analysis works basically. It is important to have a proper
HRM strategy to attain the goals and objectives. The strategy of the organization is related to
increase 30% sales. So, the hiring of salesforce must be in concerned with the strategy of the
organization. It is necessary to create an important linkage between the strategy of the business
and human resource strategy (Torrington, 2017). The human resources planning is accompanied
with the several steps which requires, assessment of the issues faced by employees, motivating
employees by using the training and development program and motivation theories and
increasing the overall outcomes in determined approach (Marie Ryan, & Derous, 2016).
There is important to have a planning and forecasting strategy that can be implement on the real
situations. Without a proper strategy, it is important to achieve a particular goal. The major goal
of the organization is to achieve an increase in 30% sales in a year (MINER, 2017). So, a proper
planning should be done to specify the various functions that need to be achieved by the human

resources and then an analysis must be done to know the exact requirement of the same. A
forecasting is also need to be done to get the desired results that helps in the execution of the
operations (Le Grand & Roberts, 2017).
The recruitment and selection activities play an important role in assessing the qualities of the
human resources. It also identifies the level of knowledge and skills that can be sufficient for
playing the role of the job (Brooks, & Simkin, 2012). This recruitment and development program
will eventually increase the overall outcomes and positively impact the employee’s working
capabilities. If experienced employees are hired in the business process then it will create the
synergy in busienss and overall outcomes in effective manner (Chen, & Ann, 2016).
Job Description- The organization is looking for the enthusiastic human resources that can able
to engage customer prospects. The candidates should have perfect knowledge and appropriate
solution to attract customers that can help in the growth of the organization and increase in the
sales of the same (Hoch & Dulebohn, 2013).
Job Specification- Employee must have an experience of sales. They must possess the
knowledge of computer software’s that help in doing day to day operations. They should be
highly motivated and should possess good communication and negotiation skills. They have to
be open to accept the feedback (Marie Ryan, & Derous, 2016).
There should be a proper test that needs to be conducted to select the employees for the sales
profile. The test must contain questions related to reasoning ability and critical thinking that
candidate can apply into their daily life situations. Critical thinking helps them in thinking out of
the box in order to solve many problems. Questions related to the communication skills must be
included in the test as they need to perform their task by communicating the other people and
they also need to do sales pitching on a regular basis. They must possess numerical abilities as
well because they need to do analysis by having a proper knowledge of numerical methods
(Torrington, 2017).
There are many ways to take the interview of the candidates as there are different types of
interview. It is important to find out the suitable way in which an interview must be conducted to
find out the suitability of the candidates for the given job description. There must be a structured
interview so that the confidence of the candidate can be checked and verbal skills too. In this

type of interview, first interviewer relaxes the employee and makes him comfortable by asking a
very normal question. After that, he starts assessing the knowledge and capability of the person.
This is also known as formal interview. The formal interview is used to evaluate the intents and
other qualities of the person which could portray what types of intents a person is having in him
(Marie Ryan, & Derous, 2016).
5 questions related to the interview are-
1. Tell me something about yourself?
2. Tell me about the things you did in your last company?
3. How will you convince me to buy a product?
4. Why you are thinking that you are good for doing a sales job?
5. What are the strategies according to you, to increase 30% sales in next one year?
These questions are mostly asked when interviewer wants to know details about the interviewee.
However, these questions are the basic questions further questions are asked on the basis of job
related aspects (Marie Ryan, & Derous, 2016).
After the hiring or recruitment of the employee, there should be some training that needs to be
adopting for the new employees to make them perfect to do their tasks. There are different
training methods like (Chen, & Ann, 2016).
 Coaching- It refers to one on one training given to the employee on a personal level.
 Job Rotation- It means to rotate the employees from one Jo to the other to remove the
boredom and to give them a broad knowledge (Vigar, 2012).
 Induction- It refers to the training in which basic knowledge has to be given to the
employees about the structure and the working of the organization.
 On the job Training- In this training, employees needs to learn everything while
performing their jobs and this is the reason it is known as on the job training (Thacker, 2012).
There are some performance appraisal systems too for which there are some checkpoints by
which the performance of the employees need to be evaluated. These points are related to their
performance, their behavior in the organization and the initiatives taken by them. This checklist
should also contain some factors related to the achievement of the targets as in the sales job, the

most important factor is related to the targets (Cruickshank, 2013). There are some incentive
plans also that are rewarded to the employees if they achieve their target and perform in an
outstanding manner. According to the overall achievement of the target, performance of the
employees should be evaluated. It must contain the initiatives taken by the employees to achieve
more growth. The rewards must be according to the rules, regulation and laws of the country
(Marie Ryan & Derous, 2016). Like, there are different bonus Act of different countries and the
calculation of bonus should be according to that law. This helps in increase in employee
satisfaction and no one can complaint about the calculation of the bonus. So, there are some pre-
defined calculation methodologies that should be implementing in the organization for
conducting the calculation of reward package. Motivational theory is also important to be
adopted to motivate the employees on a timely basis (Marie Ryan, & Derous, 2016). Maslow’s
need hierarchy theory can be adopted by the organization as it focus on Physiological needs of
the employees, Self-esteem needs, social needs, safety needs, esteem needs and self –
actualization needs. It helps the employees in their overall growth regarding to their personal and
professional needs. It helps them in keep motivated for every time as everything they need is
being satisfied by the organization. The main comprehensive approach to retain employees will
include preparation of the HR roaster for employees. In this HR roster, all the employees will be
give particular work process and assist in preparing the job calendar for employees. It will
include their attendances, short leaves, casual leaves and other allowed and un-allowed leaves for
the employees. This roaster program will also be shared on the portal of company which will
increase the transparency of the recording process of organization in effective manner (Marie
Ryan, & Derous, 2016).
There can be a problem of employee turnover, if the employees do not feel good after joining the
organization and can have some other issues too. It is very important to retain the employees for
a long time period and it can be done by creating a proper problem solving approach by the
Human Resource Department, there should be a proper employee forum, where employee can
discuss their concerns and grievances (Sparrow, 2007). All the strategies and work program will
be implemented by following the proper work program and design HRM practice. It will not
only strengthen the employee’s relation in business but also increase the overall outcomes of the
business in effective manner.

Conclusion
There should be a proper procedure that needs to be followed in hiring the employees that
has been discussed and proper training should be given to make them perfect. They should know
about the tasks and duties allotted to them. Motivational technique must be used to satisfy the
needs of the employees and provide them a very healthy environment. There should be proper
rewards and recognition for the employees to keep them motivated. This can really help an
organization in retaining their employees for a long time period and there must be proper
initiatives to be taken by HRM for employee welfare. After analyzing all the detail of this case, it
could be inferred that human resources planning has been gaining momentum throughout the
time which could enhanced the business output and increased the overall output of the business.
Now in the end, it could be inferred that if proper job hiring process and HRM plans are
followed in effective manner then it will increased the overall outcomes of the business. It will
also assist in hiring experts employees in business.

References
Balakrishnan, L., & Srividhya, S. (2007). Human resource development. Mumbai: Himalaya
Pub. House.
Cruickshank, P. (2013). Recruitment. London [u.a.]: Routledge.
Hoch, J., & Dulebohn, J. (2013). Shared leadership in enterprise resource planning and human
resource management system implementation. Human Resource Management
Review, 23(1), 114-125. doi: 10.1016/j.hrmr.2012.06.007
Le Grand, J., & Roberts, J. (2017). The Public Service Mutual: Theories of Motivational
Advantage. Public Administration Review, 78(1), 82-91. doi: 10.1111/puar.12819
Marie Ryan, A., & Derous, E. (2016). Highlighting Tensions in Recruitment and Selection
Research and Practice. International Journal Of Selection And Assessment, 24(1), 54-62.
doi: 10.1111/ijsa.12129
MINER, J. (2017). ROLE MOTIVATION THEORIES. [S.l.]: ROUTLEDGE.
Sparrow, P. (2007). International recruitment selection and assessment. London: Chartered
Institute of Personnel and Development.
Thacker, R. (2012). Introduction to special issue on Human Resource Management
certification. Human Resource Management Review, 22(4), 245. doi:
10.1016/j.hrmr.2012.07.001
Torrington, D. (2017). Human Resource Management. Pearson Education Limited.
Vigar, G. (2012). Planning and professionalism: Knowledge, judgement and expertise in English
planning. Planning Theory, 11(4), 361-378. doi: 10.1177/1473095212439993
Brooks, N. & Simkin, L., (2012). Judging marketing mix effectiveness. Marketing Intelligence &
Planning, 30(5), pp.494-5
Cecere, G., Corrocher, N. & Battaglia, R.D., (2015) Innovation and competition in the
smartphone industry: Is there a dominant design?. Telecommunications Policy, 39(3-4),
pp.162-175.
Chen, C.M. & Ann, B.Y., (2016). Efficiencies vs. importance-performance analysis for the
leading smartphone brands of Apple, Samsung and HTC. Total Quality Management &
Business Excellence, 27(3-4), pp.227-249.