International Human Resource Management

This assignment delves into the critical aspects of International Human Resource Management (IHRM). It examines how IHRM plays a vital role in facilitating global business expansion and operations. The analysis covers key functions such as recruitment, training, compensation, and employee relations within an international context. The assignment also highlights the challenges associated with managing a diverse workforce across borders and explores effective strategies for success in IHRM.

Running head: International HRM
International HRM

International HRM
The report talks about the significance and functions of the IHRM. Further, it explains the
roles and responsibilities of the international HR manager to run the business successfully and
effectively at the global level. In addition, it describes the key elements of HR strategy within the
organization.
International human resource management and human resource management differ in
their capacity of the managing employees across the world. HRM manages only home country
employees while IHRM refers to the recruitment, selection, development, and management of
the global employees in the resident country or in a foreign country. There are many factors
which can affect the business of international human resource management. These factors
include political factors, legal factors, and social factors etc. IHRM defines as a set of actions
and activities that aims to manage and control the organization human resources at the global
level in order to maximize the goals and objectives of the firm. It will also help to overcome on
its competitors in the market across the world (Marler & Fisher, 2013).
There are various functions performed by the International human resource management.
These functional areas include performance evaluation, recruitment and selection, remuneration,
labor relations and training and development. IHRM recruits and selects competent, capable and
qualified employees to do work at the global level. In selection, HR manager matches the
qualification of the candidates with job requirements of the company. Recruitment and staffing is
the complex function of the international HRM. The staffing and strategy affect the new
candidate at international level. Recruitment and selection is the best practice of IHRM. Further,
the important function of IHRM is training and development that is essential in every
organization. The main aim of the training and development is to offer enough training to a
candidate in the association to meet the long-term goals and objectives of the company at the
universal level. Training and development are provided by the IHRM to improve the efficiency
and competency of the expatriates. Induction and training help to prepare expatriates to do work
at international level in the organization. Further, development and coaching program are also
conducted by the IHRM across the world (Jabbour, de Sousa Jabbour, Govindan, Teixeira, & de
Souza Freitas, 2013).
In addition, performance evaluation is an excellent and effective function of IHRM.
Through performance appraisal and valuation, the company assesses the performance and actions
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International HRM
of the new candidates within the organization. Performance assessment is important to promote
and motivate the employees for doing tasks in an effective manner. This is the difficult task for
IHRM because the firm needs to evaluate and analyze the employees from different countries
across the world. It will also help to provide rewards and incentives to the expatriates at the
universal level. The remuneration and compensation are other core functional approach of the
IHRM. Remuneration and compensation play a vital role to attract more employees in the market
across the world. A good and effective compensation system will provide a chance to maximize
the profit and revenue at international level. As a result, it will also enhance and increase the
productivity of the employees across the world. Labor relations also affect the business activities
and operations of the firm. HR head maintains proper and effective communication and
collaboration with different countries employees around the world. They focus and evaluate the
rules, regulations, and policies of the company to maximize the revenue of the firm. It will also
provide job satisfaction and morale to the employees. It will build and develop confidence, faith,
and trust among the employees in different countries. All these functions are performed by the
HR manager to do work at the global level. In this way, IHRM manages employees of the home
country, host country and third-country national at the global level (Jackson, Schuler & Jiang,
2014).
Further, various roles and responsibilities are performed by the HR manager in the organization
while conducting the business operation at international level which are discussed below.
 HR head is accountable to build and develop good and unique reciprocal relations with
labors to do work with more effectively and successfully.
 IHRM is responsible for recruiting, attracting and selecting the candidates to run the
global business smoothly. It will help to reduce the employee turnover within the
organization (Cavusgil, Knight, Riesenberger, Rammal & Rose, 2014).
 They answerable for human resource planning, training, and development of the
employees in order to meet the long-term growth and success of the company at the
global level.
 They are accountable to provide good remuneration, incentives, and compensation to
labors across the world. HR manager is also accountable to provide cross-cultural
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International HRM
induction and training to employees to understand the values and competencies of the
employees in different countries across the world.
 They should provide good and healthy working environment to the candidate to retain
and attract the more applicant to do global operations and activities across the world.
 Further, HR head is responsible to make the good and effective corporate strategies for
the employees to increase the productivity of the workers. Now it is assumed that roles
and responsibilities of the international HR manager are much wider compared to the
domestic HR manager (Marchington, Wilkinson, Donnelly & Kynighou, 2016).
The effective and successful key elements of HR strategy are discussed below.
Aligning trade and HR requirements: It is the major key HR strategy of IHRM to run the trade
across the world. Through aligning the business, the firm can gain the competitive advantages
across the world.
Developing the organization HR strategy: It is the crucial role that HR manager is liable to
make and develop effective HR strategy within the organization. It plays a vital role in every
organization to do work at international level (Messersmith & Wales, 2013).
Association performance: Association performance is the process by which business mission
and vision are managed by the firm across the world. It will also help to enhance the HR
reputation and image of the firm.
Organizational design and structure: The organizational size, design, shapes, and structure of
the firm are required to meet the needs and expectations of the customers across the world. It will
help to maintain flexibility in the environment to do work effectively and successfully
(Lengnick-Hall, Lengnick-Hall & Rigsbee, 2013).
Strategic resourcing: Strategic resourcing is an important key element of HR strategy in order
to gain the sustainability within the organization. It will help to identify and determine the
effectiveness and efficiency of the employees.
Organizational development: The organizational development is the key strategy through
which HR manager decides that improvements and changes should be done at the current
workplace or not. It will increase and enhance the business skills and potential within the
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International HRM
organization. It will also improve the performance of the employees across the world (Sousa,
Ruzo & Losada, 2013).
Compensation and benefits: It is the effective HR strategy to attract and retain more applicants
in order to meet the mission and vision of the firm. It also helps to motivate the new candidates
to do work at international level (McDermott, Conway, Rousseau & Flood, 2013).
Organizational culture: The HR manager is accountable to maintain the effective and good
culture at the workplace within the organization to retain more workers in the firm. It helps to
reduce the disputes and conflicts among the employees at maximum level in the organization.
After various researchers, it has been observed that key elements of HR strategy are very
effective and unique to perform the operation and activities at the global level (Collings, 2014).
On the above discussion, it has been noticed that IHRM is an important part of the every
organization to conduct the business actions and operation at the global level. Every association
must maintain an effective and excellent IRHM within the organization to manage the various
activities of the business across the world. The company cannot expand and flourish its business
in other countries without an effective and sustainable IHRM.
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References
Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., & Rose, E. L.
(2014). International business. Pearson Australia.
Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the
challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
Jabbour, C. J. C., de Sousa Jabbour, A. B. L., Govindan, K., Teixeira, A. A., & de Souza Freitas,
W. R. (2013). Environmental management and operational performance in automotive
companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production, 47, 129-140.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), 1-56.
Lengnick-Hall, M. L., Lengnick-Hall, C. A., & Rigsbee, C. M. (2013). Strategic human resource
management and supply chain orientation. Human Resource Management Review, 23(4),
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Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.
McDermott, A. M., Conway, E., Rousseau, D. M., & Flood, P. C. (2013). Promoting effective
psychological contracts through leadership: The missing link between HR strategy and
performance. Human Resource Management, 52(2), 289-310.
Messersmith, J. G., & Wales, W. J. (2013). Entrepreneurial orientation and performance in
young firms: The role of human resource management. International Small Business
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Sousa, C. M., Ruzo, E., & Losada, F. (2013, May). The key role of managers' values in
exporting: Influence on customer responsiveness and export performance. American
Marketing Association.
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