The Three Most Important HR Practices for an International Business

This presentation by Desklib discusses the importance of human resource management practices at an international level. It covers the key issues faced by HRM in a global context and highlights the three most important HR practices for an international business. The presentation also emphasizes the significance of HRM in boosting organizational productivity, performance, and profitability.

INTERNATIONAL HRM

TABLE OF CONTENTS
● INTRODUCTION
● INTERNATIONAL HUMAN RESOURCE MANAGEMENT
● IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
● PRACTICES AT INTERNATIONAL LEVEL
● KEY ISSUES OF HUMAN RESOURCE MANAGEMENT IN GLOBAL CONTEXT
● CONCLUSION
● REFERENCES

INTRODUCTION
● International human resource management (IHRM) refers to management of activities
which is followed to management the human resource activities at global level of business.
● For example, there are various companies, such as- Amazon, Microsoft, Zara, Marks and
Spencer are some of the companies which are operating at global level.
● This PPT will discuss the concepts of international human resource management.

INTERNATIONAL HUMAN
RESOURCE MANAGEMENT
According to Hugh Scillion, “International human resource management is the business activity
which involves issues and problems which can arise from internationalization of business and
involves HRM strategies, policies and practices which an organization perform while
performing business activities while performing business activities at global level.”
For example, the international HRM activities performed by Amazon focuses on encouraging
under performing employees through which hey can offer opportunity for their development
which will support them in enhancing their performance and create a string an positive impact
in the giant e-commerce industry at global level.

IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT PRACTICES AT
INTERNATIONAL LEVEL
Human resource management is the most crucial aspect of an organization which involves various
plans, policies, systems and approaches which can create an impact on the employees and their
performance through which organizational performance and productivity can also be influenced.
The HRM practices of domestic and international companies can be broadly classified under four
aspects which are- Information sharing,Knowledge,Power (decision-making) and Incentives and
rewards.
Importance
● To attract, develop, retain and motivate employees which will be helpful in boosting
organizational productivity, performance and profitability.
● To ensure that human capital contributes towards the achievement of organizational objective.
HR Practices-
● Training and development
● Performance management
● Compensation and benefits

KEY ISSUES OF HUMAN RESOURCE
MANAGEMENT IN GLOBAL CONTEXT
Global business environment is highly dynamic and this can engage business in different
complex scenarios which can hamper their performance and business sustainability in such
dynamic environment. Some of the the issues which are faced by human resource management
while operating in global marketplace are outlined below:
● Lack of cultural awareness
● Managing talent diversity
● Talent gap
● Conflict of interest
● Talent retention

CONCLUSION
From detailed analysis of PPT, it can be summarized that IHRM involves policies and
procedures and HRM strategies which are followed by companies to manage their human
resource through which they can successfully operate their companies in global marketplace.
The business activities which are performed under international business, this can help hep the
companies to create a global presence which can enhance organizational productivity and help
in maximizing business profitability.

REFERENCES
Bader, B., Schuster, T. and Dickmann, M., 2015. Special issue of International Journal of
Human Resource Management: Danger and risk as challenges for HRM: how to manage
people in hostile environments.
Boxall, P., 2018. The development of strategic HRM: reflections on a 30-year journey. Labour
& Industry: a journal of the social and economic relations of work. 28(1). pp.21-30.
Brewster, C., Mayrhofer, W. and Smale, A., 2016. Crossing the streams: HRM in multinational
enterprises and comparative HRM. Human Resource Management Review. 26(4). pp.285-
297.
Bretos, I., Errasti, A. and Marcuello, C., 2018. Ownership, governance, and the diffusion of
HRM practices in multinational worker cooperatives: C ase‐study evidence from the M
ondragon group. Human Resource Management Journal. 28(1). pp.76-91.