International Business & Human Resource Management

This assignment delves into the complexities of International Human Resource Management (IHRM). It examines various resources utilized in managing a global workforce, including technological tools and strategic approaches. The focus lies on understanding how organizations navigate cross-cultural differences, implement effective HR policies, and leverage human capital for success in international markets. The provided readings encompass diverse perspectives on IHRM, highlighting its significance in today's interconnected business landscape.

International human resource
management

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

INTRODUCTION
The International Human Resource management (IHRM) system works in order to utilize the
ability and efficient of the people in efficiently into the corporate world is known as Human
Resource management. They work to implement the policies of the organization across the globe
to fulfil the need and achieve the goal that are set by the organization. The report is presented
International Human Resource Management in under the two context of performance
management and the another one is training and development (Fee, McGrath-Champ and Liu,
2013). In this we have described the role and methods that are involved in this management
process while in another one that is training and development we are including the approaching
methods for this management.
MAIN BODY
The international human resource management is considered as an important department
of any organization because it manages the human resources on comparing various aspects of
any employee.
Performance Management
The concept of performance management is based on the promoting and improving the
efficiency of the employee. In this management process managers and employee work together
in order to plan, analysis and review the employees work to find out his overall contribution to
the organization. In order to improve the performance of the employees the organization should
implement these steps. Identifying the objective and goals of the organization and involving the
key steps to reach the gaol and fulfil the customer's value. In this step we are identifying the
smart gaols and objective and activities related to the employees of the organizations (Peter,
Robert, 2015.) The proper exchange of feedback should takes place so that the employees can
improve them self. The next step is based on the performance of the employees in this step the
assessment of the employees performance takes place so that they can easily achieve the target
set by the company. After this step the improvement should be included to improve the
efficiency in the form of training, behavioural adjustment training. The biggest inspiration is Bill
Gate, McDonald and many more who started their business from a small company and now
turned into a well renounced brand just by performing proper performance management and

according to the need necessary changes are implemented because always the small thing can
grow (Gupta, Bhaskar, 2016.) The policies related to the HR system of any organization is very
flexible and vary country to country and organizations may change these policies as per their
requirement. International HRM is mainly focused in identifying the work procedure of
Multinational Companie's(MNC's) that are working at different geographical locations and
competing across globe.
Role of Performance Management
Performance management works in for fast maturing the goal of the business. In this the
major role is played by the managers of the organizations because the designing policies are
created and ensured by them to produce the productivity of the organisation. In this case
managers are expected to set a high performance environment into the organization to ensure the
below mentioned points. All the employees should be aware of company's mission and its
customer value policies. The work related expectation should be clearly communicated to the
employees (Jackson, 2010.) The information related to the performance of employee should be
updated time to time.
The employee should be aware with the importance of continuous improvement for the
organisation. A vital role is performed by the employee also during the complete process of
management that is happening around them. Their active performance can be noticed in
formulating the performance related agreement ( Kenny, Fahy, 2011.) The performance
management process takes place in a proper cycle which consist of five stages such as planning,
executing, monitoring, analysing, forecasting. As the whole process starts from planning in this
step the manager is going to develop the layout of the work so that he can plan the work
accordingly because the organization does not depend on right strategy only along with this they
need a proper plan to execute those strategies.
The role of performance manager is broadly classified into
three categories such as role of line manager in performance management, role of HR in
performance management, role of employees in performance management. As the line manager
that is also known as the front line manager plays a vital role in implementing and enacting all
the policies that are issues related to the HR. Because it is very important that the employees and
worker should show the right attitude and positive role towards the organisation for the

organisation. But during these process some managers lacks under certain skills in order to
review the performance of the employee (Tahir, Mahmood, and Shafique, 2010.) So the below
mentioned points can help to overcome those issues such as the manager should be provided
with the leadership from the top. The managers should be communicated with the necessity of
the performance in order to get the successful or desired output at their part.
The manager should reduce the complexity of the process and making it simplified for
the employees. In order to improve the performance of the line manager the burden should be
reduced. Similarly, the role played by the Human Resourse (HR) is also very important all the
strategies are developed by the HR only. In order to face the challenges that are increasing due to
globalization various countries are developing their own HRM strategies to increase the
efficiency. In today's competitive environment HR management system played an important role
by providing them efficient and talented employees. Ultimately the performance management
depends on the role or the duties performed by the employees because the efficient working
employees can increase the growth of company by providing their direct contribution on the
company. To do so the management should introduce various skill's enhancement activities to
improve the performance and increase the capability of the worker.
Methods of Performance Management
The performance of the employees can be analysed or evaluated through the various
method that are mentioned such graphic rating scales, management by objective, forced ranking.
Out of these methods the first one is graphic rating as the method is focused on the production-
oriented work ( Urbano, Alvarez, and Turró, 2013.) A graphic rating scale include the list of
jobs duties, scales and parameters that are generally used describe the performance of the
employees and worker of the organisation. In this method the employees are ranked from 1 to 5
on the basis of their overall performance. This can be considered as a standard method to analyse
the performance of the employees it is also a quick result generating method therefore it is
always known as the production oriented method.
The another method to analyse the performance of the employees is management of their
objective. The major objective of using this method is improving the performance of the work
group or company by introducing and conveying the objective clearly to the worker and
employees in order to increase the efficiency of their work. The process consist five steps that

the organization should implement. Out of the five steps the first step is to determine the
objective of the work for the whole organization. A cleared image should be created by the
mission and vision of the organisation. After this order the next step is the to translate the vision
ans objective of the company to their employees. But the manager should make sure the message
the miscommunication should be avoided to make the next step complete successful. And the
third last and final step is to increase the involvement of the employees in order to achieve the
goal of the organization (Wu , 2016.). If the employees will be motivated then the performance
of their work automagically get increased this will lead to the company empowerment.
Now the third method to find out or to analyse the performance of employees is the
forced ranking method is used to avoid the problem related to the failure of unsuccessful of
different organizations. In this method the employees are not ranked on the basis of their
performance but compared with the other employees on the basis of that ranks are going to be
allotted. Sometime this demotivated the moral of the employees. Due to this many employees
and workers of the MNC's has started raising red flag against this method of performance
analysis. During this process employees are divided into different groups according to their
ranking such as best worker,worst worker etc. Due to the comparison among the employees
automagically creates the competitive work environment into the company sometime it breaks
the moral of the employees. The performance management is considered as important because it
helps the organization to involve the worker from the planning stage so that they can deeply
understand the objective and vision of the company and can implement it in effective manner.
Through this the organization can easily monitor the performance of the employees which help
the to take necessary action in order to improve the performance. If the employee is lacking at
some stage then organization should always support the employees to work for improvement.
Along with that company should also ensure the all round development of the so that they can
improve their performance (Kim, M, and Erramilli, 2011. ) On the basis of that time rating of
the employees should be done but on the basis of their performance instead of comparing them
with their other employees and provide time to time feedback so that their will be a scope of
improvement.
Training & Development

Training and development are considered as the important factor on which the whole
International Human Resource System depends because under this part the employees are
provided by necessary training related to the behaviour, attitude, knowledge and company's
requirement ( Hsu, Lai, and Lin, 2014.) The objective behind the training is just to improve the
performance of the employees and deploy accordingly the need of the organization. Where in the
development cell the development of the employee takes places after the proper training process.
The training process consist of two phases first is pre-departure and another is repatriation.
IHRM introduces their training and development according to the need of MNC's that are
situated across the globe.
Because the need of the MNC's are different and their working procedure also vary from
company to company in that case the person should be aware of the knowledge that the company
need from him.
Role of Training & Development
International training and development department of the IHRM involves four strategies on the
basis of which are going to provide the training the broad classification of the international
training are described on the basis of perpatration-training for expatriates, post arrival-training
for expatriates, training for host country national. In order to discuss the training and
development process the first is perpatration-training for expatriates are provided to those only
who are appointed for some international assignment. This method can be used to provide only
knowledge to the person that are required by the profession. So that the appointed can work
effectively in abroad. Now the second method is post arrival-training for expatriates in this
method (Wu, Chen 2012. ) When the appointed person has done all the work related training
through perpatration-training for expatriates and now working at abroad now in that case the
on-site training in which the local training based on the area and environment are under by this
method. Now third the last one in this method the training are provided specifically to HCN's
( host country nationals) and TCN's (third country nationals) in order to get the various strategies
and concepts that are involved into the corporate world along with its culture. Usually the major
emphasis is provided on the perpatration-training because the need of this training into
international market is more. Through this training and developing programs the organisation try
to ensure that they have employees with good sort of knowledge and skill that is going to

increase the empowerment of the company. By providing the training in right direction or area
the efficiency of the employees can be enhanced which is again going to help in the growth of
the company (Anne. 2014. ). So before providing any training to the employees first thing the
company should do is test the capability of the person before making any kind of investment
because in some cases it may not produce any output due to the organization may face financial
wastage.
Needs of Training and Development :
Technologies are the major reason for the need of development because the changes in it
increases the need to understand them. Along with that it directly increase the knowledge of the
individual and make increase or enhance the skill of the person. Factors that are contributing in
order to increases the need of the organization the first factor is changes and the another is
development. Considering the first need that is change the word is enough to describe the
meaning and need to. This one of the biggest factor on which the training and development
department depends. So we can say that changes are directly proportional to needs. And another
factor is development this is also a strong reason due to which the need of training and
development required. Usually the companies run such training and development programmes to
increase the annual turnover of the organization because the efficient employees increases the
growth of the company automatically. Hence the need of training and development in order to
achieve the success is very important.
Approach of Training and Development
Training and development mainly uses two approaches first is traditional approaches and another
is modern approaches. In traditional approach their were many companies who do not believe in
the concept of the training and management as they do now and some of them were providing
but using the traditional concepts in order to this the most widely used method is reactive
approach ( Dennis, Randall ,and Ibraiz 2012.) And all the traditional approaches are collectively
known as reactionary. Such kind of training are usually provided by the tactical deliver who has
the complete knowledge of the technical skill's that are required by the company. These trainings
were mainly focused so they can be called as the event-oriented training. But with time the
approaches of training also get changed and the another approach is introduced which is known
as modern approaches which include all the Training and development mainly uses two

approaches first is traditional approaches and another is modern approaches. In traditional
approach their were many companies who do not believe in the concept of the training and
management as they do now and some of them were providing but using the traditional concepts
in order to this the most widely used method is reactive approach. And all the traditional
approaches are collectively known as reactionary. Such kind of training are usually provided by
the tactical deliver who has the complete knowledge of the technical skill's that are required by
the company ( Zoogah , 2014.). These trainings were mainly focused so they can be called as the
event-oriented training. But with time the approaches of training also get changed and the
another approach is introduced which is known as modern approach. Most of the companies are
now realising the importance of corporate training. So now companies are not thinking about the
cost it will take to train a employee, but they are considering training as more of a retention tool,
to develop skilled and smarter workforce so that they can give their best output to the company.
Training and Development objective :
The main objective of training and development is to make sure the availability of skilled and
willing workforce to the company. There are some more additional objectives are also there,
Individual Objective: This help the employees to achieve their personal goals which
increases the individual contribution to the organization.
Organizational Objectives: It means to assist the organization in their primary objective
by bringing individual effectiveness.
Functional Objectives: It maintains the contribution of each department at a suitable
level which is needed by the organization.
Training and Development consist of three main activities, they are
1. Training : This means learning the skills required to do a particular job in a very effective
way. It will increase the skills.
2. Education : This is mainly focused on the job that the employee is holding or will hold in
future, and is evaluated on the basis of these jobs.
3. Development : It refers to the growth of the employees. This is most concerned in shaping the
suitable attitude of employees.
Importance of Training and Development :

By using the modern approach of training and development, here are the few points which are
very helpful for the employers
- It helps in addressing the employee's weaknesses
- It will improve the performance of the workers
- The consistency will be there in the performance
- It will ensure the satisfaction of the workers
- It will increase the productivity of the organization
- It will improve the quality and services of the product
Some of the best companies in UK are using the modern approach of training and development,
they are :
Deloitte Touche Tohmatsu Limited : This firm is the consulting services in human resource
and management, in United Kingdom (Mustafa, Dimitria, William S. 2014) They started giving
training to the new employers, and thus increasing the working skills of the employees.
BMC Softwares : This is the IT training firm based in UK. They also uses the modern training
and development approach to enhance the skills of their employees.
The HR training and development manager is responsible for staff training requirements and
their program. They conduct various program to develop skills. They supervise their staff and
plan and administer their training plan.
The HR training and development specialist plan, produce and manage the training program.
In addition to this they evaluate the training resources as well as suggest new topics and
methods.
CONCLUSION
The present essay concludes that international human resources management is helpful
for framing varied strategies sin accomplishing long as well as short term objectives of the
business. It assists management to effective asses the performance of the person old provide
them appropriate learning by using most effective method of learning. It can also be concluded
that use of modern method of training like mentoring and internet etc. are effective for reducing
the cost and increasing the efficiency of the business it inclusion of right kind of personnel.

REFERENCES
Journals and books
Kenny,B., Fahy,J.,2011. Network resources and international performance of high tech SMEs.
Journal of Small Business and Enterprise Development. (18) . 3, pp.529-555.
Wu , J., 2016. Total Resources and Speeds of Internationalization. in Timothy M.
Devinney , Gideon Markman , Torben Pedersen , Laszlo Tihanyi (ed.) Global
Entrepreneurship: Past, Present & Future (Advances in International Management,Volume
29) Emerald Group Publishing Limited. pp.279 – 314.
Gupta S., Bhaskar,A., 2016. Doing business in India: cross-cultural issues in managing human
resources. Cross Cultural & Strategic Management.(23). pp.184-204.
Anne-Wil Harzing. 2014. Ashly Pinnington.International Human Resource
Management .SAGE.
Dennis Briscoe, Randall Schuler,and Ibraiz Tarique. 2012. International Human Resource
Management: Policies and Practices for Multinational Enterprises. Taylor & Francis.
Fee, A., McGrath-Champ, S.,and Liu,H., 2013. Human resources and expatriate evacuation: a
conceptual model. Journal of Global Mobility .(3). pp.246-263.
Hsu, M., Lai,Y., and Lin,F., 2014. The impact of industrial clusters on human resource and
firms performance. Journal of Modelling in Management.(9). pp.141-159.
Jackson,L., 2010. Enterprise resource planning systems: revolutionizing lodging human
resources management. world wide hospitality and tourism themes. (2). pp.20-29.
Kim,C., M.Z., and Erramilli,M., 2011. Resources and performance of international joint
ventures: the moderating role of absorptive capacity. (5). pp.145-160.
Mustafa F. Özbilgin, Dimitria Groutsis, William S. Harvey. 2014 .International Human
Resource Management.Cambridge University Press.
Peter,A., Robert,E., 2015. Managing Human Resources and Technology Innovation: The Impact
of Process and Outcome Uncertainties. International Journal of Innovation science .(2).
pp.91-106.
Tahir,M.,Mahmood,K., and Shafique,F.,2010. Use of electronic information resources and
facilities by humanities scholars. The Electronic Library. (28). pp.122-136.
Urbano,D., Alvarez,C., and Turró,A., 2013. Organizational resources and intrapreneurial
activities: an international study. Resources and performance of international joint ventures:
the moderating role of absorptive capacity . (51). pp.854-870.
Wu, M., Chen,S., 2012. How graduate students perceive, use, and manage electronic
resources. Aslib Proceedings . (64). pp.641-652.
Zoogah ,D., Zoogah ,R., 2014. Experimenting with Resource Strategy: Experimental Analysis
and Strategic Human Resources Management Research in Africa. in David B.
Zoogah (ed.) Advancing Research Methodology in the African Context: Techniques,
Methods, and Designs (Research Methodology in Strategy and Management, Volume
10) Emerald Group Publishing Limited .pp.21 – 53.