International HRM: Managing Cultural Diversity and Staff Development in Post Covid Era

International HRM

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Managing International Operations.............................................................................................3
Training and development of staff..............................................................................................4
Managing International Assignees..............................................................................................5
Managing Virtual Teams.............................................................................................................6
Health and Safety Considerations...............................................................................................7
Restart and Realigning Business Operations..............................................................................8
CONCLUSION ...............................................................................................................................9
RECOMMENDATION ................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
International HRM is defined as the process of hiring, allocating and utilising human
resources in the context of global business in order to attain business objectives in appropriate
manner. International HRM is associated with three dimensions such as HR activities, type of
employees and countries of operations. The major significance of international HRM is denoted
as managing overall human resource at global level so that business can be managed as in
international background (Caligiuri and et. al., 2020). For an business organisation this is
imperative that they develop some concern and interest for domestic and international employees
in order to execute appropriate managerial aspect within business. This report is consisting of
various aspects which are related with managing cultural diversity and staff development in post
Covid era along with consideration of health and safety measures. Under this report hospitality
organisation is taken as Covid has given higher negative impact to this industry. The report is
prepared on the background of Marriott international.
MAIN BODY
Managing International Operations
For a hospitality business this is imperative that various business strategies are adopted so
that complexities within business operations can be minimised. In current scenario due to
implication of Covid every organisation is changing their methods of management and
operational working in order to align business objectives with their efforts as well. In the market
scenario of rapid change this is significant that rapid change is accepted by organisation in full
proof manner. In the context of Marriott international for them managing international operations
is mandatory as they are having business operations in various countries. This is the major reason
that rapid changes are accepted by Marriott in early manner in order to mitigate risk of market
failure and to organise their functions in significant manner (Liu and et. al., 2019). In hospitality
there are various dimensions in which the business is required to inculcate several skills within
workplace and this is giving rise to workplace diversity. Hospitality business is working to
provide satisfaction to their customer and to provide them those desired services. In this industry
various career opportunities are provided to employees and these are helpful for the business to
manage business at international boundaries as well.

Cultural diversity: Cultural diversity within hospitality industry is significantly
influencing businesses as in this industry cultural diversity is highly existed. After post Covid
situation this is imperative that economic uncertainness are existed as industry of hospitality is a
customer related industry and in this for attaining growth opportunities. For Marriott being a
MNE this is significant for them that they inhale cultural diversity within business so that aims of
the business can be aligned with organisational efforts. For managing international workforce
Marriott is taking various steps so that employees can get greatest workplace to work and work
with higher efficiency. The leadership style adopted by the company is fully dedicated to their
employees. In this scenario 85% employee within Marriott have said that they are working with
one of the top most chain of hotels. In current situation of Covid crisis hospitality industry is the
one who is facing the most implications and in this case Marriott is undertaking surprised
movements so that they can manage needs of their clients and align business needs as well.
Besides this post Covid situation various uncertainties are faced by hospitality and for managing
their business and workforce as well (Renkema, Bos-Nehles and Meijerink, 2020). In this aspect
differentiated measures are undertaken by Marriott so that to sustain in the market and to
acknowledge efforts of their employees in order to gain market insights and prominence within
workforce as well.
Training and development of staff
Training and development of staff is defined as a program in which various skills within
an individual can be developed and which may implicate in increasing productivity and
performance in appropriate manner. Similarly this helps employees to increase their value within
an organisation so that overall development opportunities can be rendered. Training and
development is known as one of the significant movement within an organisation which may
lead the business to touch new business heights and attain possible aspects of success. In current
dynamic change environment this is imperative for an organisation that they provide prominent
trainings to their employees so that they can adapt market change in appropriate manner. In the
context of hospitality industry as the industry is working to provide satisfaction to their
customers and needs of customers are dynamic in nature so this is essential that businesses deal
their employees in that manner only (Liu and Meyer, 2020). For Marriott post Covid situation
has provided various implications in terms of minimised customer ratio and minimised guest
satisfaction. As after Covid customers is required to pay higher cost due to increase in desired