International Comparative Human Resource Assignment 2022

Running head: INTERNATIONAL COMPARATIVE HUMAN RESOURCE MANAGEMENT
INTERNATIONAL COMPARATIVE HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

INTERNATIONAL COMPARATIVE HUMAN RESOURCE MANAGEMENT1
Introduction
The international human resource management refers to the management of the human
resources as well as the facilities that have been employed within the organization at the various
international locations wherein the organization has been functional. Ando (2016) states that the
multitude of business organizations need to deal with the hugely diversified workforce that have
been serving at the various levels within the organization at the multiple locations wherein the
concerned organization has been functional.
The following paper attempts a critical review of the given article. The paper opens with
the discussion on the arguments that have been put forth by the authors of the article as well as
the implications of the concerned article on the management of the human resources in the
international markets. The following paper attempts to shed light on the arguments that have
been highlighted by the authors within the sections that have been dedicated to the literature
review of the given paper. The paper proceeds to discuss the methods that the concerned author
had implemented within the given research paper. The paper further discusses the proper
findings of the given article and analyses the results that were derived by the article. The paper
thereafter sheds light on the discussion section that have been put forth by the authors as well as
discusses the convincing nature of the discussion that is highlighted by the authors. The paper
finally concludes with a section of the review and the reflection on the facts that have been
learned in the process of reviewing the article.
Article Summary
In the article entitled “Expatriates of Host‐Country Origin in South Eastern Europe:
Management Rationales in the Finance Sector”, Bešić and Ortlieb (2018) investigate on the

INTERNATIONAL COMPARATIVE HUMAN RESOURCE MANAGEMENT2
management of the expatriates of the host country origin through the qualitative methodology
that was based on the semi-structured interviews that were conducted by the concerned authors
of the article and conclude the fact that the implementation of the various strategies tend to help
in the overall development of the operations of the company in the markets of the host country
thereby affecting the competitive advantage of the company in the host markets. The authors
make an attempt at discussing the various advantages of the appointment of the expatriate
managers belonging to the host country in the development of the competitive advantage of the
company. The article discusses the various advantages that stem from the appointment of the
expatriates of the host country and the management rationales that lead to such decisions. The
article highlights the fact the employment of the expatriates of the host country might lead to the
conditions wherein the company might lose on the diversity that is present within the
international locations wherein the company has been operational. The article highlights the
various intentions that are maintained by the concerned management in appointing the
expatriates of host‐country origin. Bešić and Ortlieb (2018) seeks to answer the research
questions on the assignment of the expatriates of host‐country origin in case of the transition
economies present all over the globe and the various managerial intentions behind the
appointment of the expatriates at the host location. The article further discusses the effect of the
host country conditions on the decisions that are undertaken by the concerned management. The
concerned research paper in discussion further highlights the fact that the expatriates of host‐
country origin tend to assist the overall functionalities of the concerned company in the local
responsiveness as well as the global integration within the concerned organization. Berry (2017)
seconds that the expatriates of host‐country origin help in the proper coordination among the
employees and the higher management of the company in terms of the transfer of the knowledge,

INTERNATIONAL COMPARATIVE HUMAN RESOURCE MANAGEMENT3
controls as well as coordinative activities that are undertaken by the company in order to deal
with the management of the employees within the organization as well. The expatriates of host‐
country origin further help the concerned management in the overall development of the
understanding of the cultural and the social factors that affect the operations of the company in
the given market conditions. The future researchers are advised to investigate upon a larger
audience in terms of the industry of work as well as the country wherein the concern is
operational.
Literature Review
Bešić and Ortlieb (2018) review the existing literature in the matters that bear relevance
to the appointment of the expatriates of host‐country origin by the multitude of the organizations
that have been dealing with the issues that are highlighted in terms of the conditions of the
international markets wherein the company has been planning an expansion. The article was
based on the various issues that are related to the adaptation to the cultural differences that have
been taking place within the given markets. The literature that has been reviewed for the
completion of the research are observed to deal with the various types of people who are
appointed by the companies as the expatriates within the given international markets wherein the
organization has been attempting an expansion. Crowley‐Henry, O'Connor and Al Ariss (2018)
in a similar fashion argue that the literature that was reviewed in the composition of the article
tends to highlight the ways in which the concerned organizational management chooses the
various expatriates who have been employed at the various international locations in order to
help the company maintain a proper growth in the overall performance and revenues that are
earned. The existent literature on the expatriates of host‐country origin highlights that the
expatriates of host‐country origin refer to the people who have been belonging to the parent