The Three Most Important HR Practices for an International Business

This report by Desklib discusses the importance of International Human Resource Management (IHRM) and the primary objectives of IHRM. It also covers the challenges faced by HR managers in managing the global workforce and the key HR practices for the functionality of an international business. The report also delves into the sub-divisions of the practices such as recruitment and selection, training and development, performance appraisal, and compensation.

INTERNATIONAL
HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENT
• INTRODUCTION
 Elucidation of the importance of IHRM.
 The primary objectives of IHRM.
 Issues encompassing the management of the
HR department on a global level.
 The chief practices of the HR for the
functionality of the International Business.
• CONCLUSION
• REFERENCES

The process of employing, grooming and developing the personnel for the
international firms on a global level is the major practise of the IHRM
(International Human Resource Management). The typical functions of the
disciplinary in the recruitment, segmentation of the performance appraisals and
the training and development of the workforce. The demand has been
significantly increasing in the management of the staff globally and thus it has
become a challenge in order to procure, retain and train according to needs and
requirement of the employees in an effective manner
INTRODUCTION

Elucidation of the importance
of IHRM
The acquirement of the relevant team associated through a
considerable amount of research and thereby allocating the
best suitable personnel for the team is the inductive
responsibility of the HR department.
• Vehemence over the core competency
• Reorganisation
• Technological modifications
• The empowerment of the workforce
• Adaptability

The primary objectives of IHRM.
• Development of the management skills.
• Global affairs
• Security of the performance
• Cross-culture management
• Reduction in cultural differences

Issues encompassing the management of the HR department on a
global level
The inclusion of the organisations under the global village in accordance to the evolving
technologies is the present-day scenarios that are being faced by the HR department and the
global workforce. There are certain challenges that can be faced during the process and it is
quite essential to formulate a strategic plan in order to manage the mobility and the cultural
diversity of the varied cultural composition.
Challenges faced by the
HR managers.
Challenges with the
Global Workforce

Challenges faced by the HR managers.
• Adaption towards the
change
• The culture of work and
the business environment
• The abiding of the
standardised ethics and
values
• Work-life balance

Challenges with the Global Workforce
• Ineffective communication
• Management of the diversity in the
acquisition of talent
• Abiding the laws
• Conflicts in the areas of interests

The chief practices of the HR for the functionality of the
International Business.
The chief practices that are carry forward by the International Human Resource Management
are the key concepts that is imperative for the conduction of the primary responsibilities of the
HR department in respect to the human resources, which is the:
1. Procurement
2. Allocation
3. Utilisation

The management of the Human Resources in the
International context involves various practices that are
incorporated by the firms to effectively and efficiently carry
out the regulatory process. They are:
• Human Resource Preparation
• Recruitment and Selection
• Training and Development
• Performance Appraisal
• Compensation

RECRUITMENT AND SELECTION TRAINING AND DEVELOPMENT
Sub-Divisions Of The Practices
• Ethnocentric approach
• Polycentric approach
• Geocentric approach
• Language training
• Practical training
• Culture training

CONCLUSION
An inference can thus be made that the value of the IHRM in the field is of
vital significance and the mandatory practices performed by the department
helps in the up-gradation of the functionality of an organisation. This report is
an endeavour towards the apprehension of, how the multinational companies
pull off their human resources. IHRM requires much panoramic orientation
as compared to the domestic plan of actions of the HRM.

REFERENCES
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