International Human Resource Management: Challenges, Job Analysis, and Occupational Health and Safety

This paper outlines the roles and significance of International Human Resource Management (IHRM) and the challenges faced by HRM in the international market. It also discusses the significance of job analysis and occupational health and safety. The challenges of IHRM include compliance with international law, cultural diversity, and benefits and compensation. The paper concludes by highlighting the role of HRM in maintaining occupational health and safety standards.

Running head: International human resource management
International human resource management

International human resource management
Table of Contents
Introduction.................................................................................................................................................3
1. Three challenges facing HRM.................................................................................................................3
2. International human resource management.............................................................................................4
3. Job analysis.............................................................................................................................................5
4. Occupational health and safety................................................................................................................5
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7
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International human resource management
Introduction
The primary objective of this paper is to outline the roles and significance of the IHRM. It
explains that how the HRM faces ample of issues and key challenges while functioning. Along
with this, it also discusses the significance of job analysis and OHS.
1. Three challenges facing HRM
There are ample of challenges faced by the company while initiating the business activities and
operations in the international market. The three challenges that encountered by HRM have been
detailed below.
Management change: It is one of the significant issues that being faced by the HRM. For
example, the Wal-Mart Company changes its technology and process to gain competitive
advantages then ample of challenges could be faced by the HRM. It decreases the productivity
and efficiency of the firm. It may also influence the profitability and outcomes of the firm
(Schuler, Jackson & Tarique, 2011).
Culture: One of the effective issues that dealt by HRM is culture and working environment. The
people come from different countries and they follow different culture. Due to lack of culture
awareness, plenty of challenges are handled by HRM. For example, the key challenge that rose at
Toyota on which the manufacturing defects and vehicles recalls can be blamed is the entire
corporate culture at the workplace. This issue also affected the culture and image of the
company.
Recruitment and selection: Recruitment and selection is also a major concern for the HRM that is
affecting the sustainability and financial position of the firm. For example, the employee
selection is a biggest headache for the HRM at Woolworths due to the high retail turnover. Thus,
it is influencing the image and goodwill of the firm. Due to poor recruitment and selection
process, the company faces ample of losses at the workplace (Guest, Paauwe & Wright, 2012).
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International human resource management
2. International human resource management
IHRM may be defined as set of activities and operations that aim is to manage the organizational
human resources at the international level to attain the long term goals and objectives (Briscoe,
Tarique & Schuler, 2012).
Challenges of IHRM
There are enormous international human resource management issues when expanding and
exploring the business in the global market. Some of the key issues are discussed below.
Compliance with international law: If the company operates its business in the international
market then various new labor laws and tax liabilities are entertained by the company. Therefore,
compliance with international rules and laws can be an issue for the IHRM.
Cultural diversity: An effective and salient problem in international HR is maintaining and
understanding cultural diversity. It also increases communication and language issues within the
organization. Unfamiliar social practices could also affect the outcomes of the firm.
Benefits and compensation: It has been identified that benefits and compensation could also
lead to various challenges in the global market.
After the various researchers, it has been analyzed that expatriates assignment are failed due to
lack of support and experience. It affects the business performance of the firm adversely. There
are various ways through which HRM can overcome on these issues and challenges that are
detailed below.
 IHRM should develop a way to share knowledge and experience from the assignee’s
experience. It will help to reduce the expatriate’s issues at the workplace.
 Right and effective person with unique skills, talents and experience shall be appointed
by the IHRM to work on the international assignments.
It is significant to manage the expatriate’s assignment just because it helps in maintaining
corporate culture in the international market. Knowledge and experience can be share in the
global market (Stahl, Björkman & Morris, 2012).
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International human resource management
3. Job analysis
A job analysis may be defined as a process to gather information, and facts about the
responsibilities, duties, outcomes, skills and work environment of a specific job. HR manage
uses job analysis to develop and enhance job descriptions and job specifications that are basis for
the training, recruitment, career development and performance appraisal (Tooksoon, 2011).
Job analysis is performed by many ways including interview, observation and questionnaires.
Job analysts conduct interviews to gather information about employee’s tasks and roles. Apart
from this, questionnaire job analysis method requires supervisors, managers and employees to
fill out the forms. It is one of the significant methods because it is less expensive to distribute
enormous persons at a faster rate. Observation is another method that can be used by the
company.
It has been identified that job analysis is important in recruitment, selection, job designing, and
job evaluation and performance appraisal. By using job analysis, tasks and duties can be
performed effectively and efficiently (Brewster, Mayrhofer & Farndale, 2012).
Job evaluation and reviewing is important for the organization and employees as well. From the
point of organization, Job evaluation or reviewing help in making effective and unique salary
structure for the employees. It also helps in identifying and analyzing the talented and skilled
employees within the organization. It also provides ample of benefits to the employees. Job
reviewing provides benefits to employees by improving and enhancing their efficiency and
effectiveness. It also encourages and improves the level of confidence and moral of the workers.
Therefore, it increases productivity and efficiency of the employees.
4. Occupational health and safety
Occupational health and safety is related to the health, welfare and safety issues in the
workplace. It is important to protect the health of the employees. Along with this, it provides
satisfaction to the workers. The occupational health and safety standards and programs are
significant to create an effective and unique working environment at the workplace. It also
reduces high absenteeism and high turnover rate within the organization. A healthy and safe
work environment produces happier workers as it also increases the motivation level of the
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International human resource management
employees. Safe and healthy working environment enhance and improve the brand value and
goodwill for a firm (Reese, 2015).
HRM plays a significant role in maintaining occupational health and safety standards. The HRM
helps in understanding and analyzing all the aspects of the OSH that can play an effective role in
administrating, facilitating, communicating and championing the process. Apart from this, HRM
plays a significant role to ensure that every member of the company from top to down
understands and know that OSH is everyone’s responsibility. HRM helps in boosting and
increasing values and moral of the subordinates (Zanko & Dawson, 2012).
Conclusion
The above mentioned analysis explains the significant of IHRM. It discusses that how IHRM
plays a vital role in increasing and boosting the outcomes and productivity of the firm and
employees as well.
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International human resource management
References
Brewster, C., Mayrhofer, W., & Farndale, E. (Eds.). (2012). Handbook of research on
comparative human resource management. Edward Elgar Publishing.
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management:
Policies and practices for multinational enterprises. Routledge.
Guest, D. E., Paauwe, J., & Wright, P. (Eds.). (2012). HRM and performance: Achievements and
challenges. John Wiley & Sons.
Reese, C. D. (2015). Occupational health and safety management: a practical approach. CRC
press.
Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.
Stahl, G. K., Björkman, I., & Morris, S. (Eds.). (2012). Handbook of research in international
human resource management. Edward Elgar Publishing.
Tooksoon, H. M. P. (2011). Conceptual framework on the relationship between human resource
management practices, job satisfaction, and turnover. Journal of Economics and
Behavioral Studies, 2(2), 41-49.
Zanko, M., & Dawson, P. (2012). Occupational health and safety management in organizations:
A review. International Journal of Management Reviews, 14(3), 328-344.
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