International Human Resource Management

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Critical appraisal of the impact of culture on the decision-making in managerial relation and
also its relation to international human resource management..............................................3
TASK 2............................................................................................................................................6
Evaluation of the management of people who are integral business resource to an international
organisational strategy............................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The management which deals with strategic as well as functional management of human
resource in the firms which have international operations in a number of countries is called
international human resource management. The activities included in international human
resource management are same as that in human resource management such as selection,
recruitment, that your management, training and development, compensation, industrial relations
and so on. International human resource management is majorly associated with the business
strategies of a company (Aswathappa and Dash, 2020). It is necessary for an organisation to
analyse different factors which affect working of employees in an organisation. It is necessary
for an organisation to make sure they are analysing different factors and critically evaluating
them in the following case as a United Kingdom companies opening to locate a call center in
Japan. The report consist of different decisions which will impact the culture in management
decision making in relation to international human resource management. There have also been
evaluation on different people who are a resource for business and an integral part of
organisational strategies (Liu and et. al., 2020).
TASK 1
Critical appraisal of the impact of culture on the decision-making in managerial relation and also
its relation to international human resource management
A company which is dealing internationally can be said to be a company which have its
subsidiaries or relations in other companies as well. In this following report it is seen that a
company from United Kingdom is trying to start a call centre in Japan. There are a number of
factors and functioning of employs which will be affected in the company. The international
human resource management will help the organisation to effectively use various functions such
as recruitment, training, selection, appraisal and so on to set up a call centre in Japan. This will
also help the company to effectively gain a competitive advantage in the market (Lohaus and
Habermann, 2019) .
There are a number of companies who have the same dealings with different countries. It will
be a challenge for the company from United Kingdom to train and develop the employees in this
call centre in Japan. This will happen because there is a lot of difference in the cultural
upbringing of the people in both the places. It is needed by the managers of human resource to

make sure that they are developing the skills and qualities required in all the employs in the call
centre so that they can effectively complete all their roles and responsibilities (Koontz, Weihrich
and Cannice, 2020). The major roles of international human resource management of United
Kingdom ‘s company while opening a call centre in Japan are mentioned below:
 Is required by international human resource management department to make sure that
development of various skills and technical abilities is done effectively in employs and
the management.
 They need to develop strategies for handling the global operations in business.
 They need to secure compensation, performance management and also the carrier path
for the employs.
 They need to manage and organise all the cross-cultural sessions including counselling
and also language training program if required.
 They need to develop human resource management in such a way that it might provide
competitive edge to the company (Cascio, 2019).
The management of human capital is a challenging task for the company. It is necessary that
company knows about the cultural and economic situation in the country in which it is hiding.
There are three major activities in international human resource management which includes
procurement, allocation and utilisation. Below mentioned are some of the major functions and
challenges for the company (Crawshaw, Budhwar and Davis, 2020).
Cultural challenge
It is often seen that when there is a difference in culture specially nationally it is difficult
for the human resource management to hire the staff and make them work with each other. It is
necessary that in the call centre the environment is positive and all the people are working with
each other so that all the objectives of the organisation can be fulfilled (Berk and et. al., 2019).
This is an important factor to be looked upon by the training and development team so that they
can effectively hire the staff and train them in order to work with the people of different
background and thinking.
Hofstede model of culture is used in the company which have a number of different
aspects related to culture which helps in solving the cultural differences between the people
working in an organisation (D’Angelo and Presutti, 2019). The major advantage of using
Hofstede model to an organisation is that the finding of this model will not be affected by