Three Most Important HR Practices for an International Business

This presentation discusses the three most important HR practices for an international business: hiring and recruitment at the international level, management of communication, and continuous career development. It explores the pros and cons of these practices and highlights the key issues in global HRM, such as legal factors, different technology aspects, and political factors. The presentation also emphasizes the importance of effectively implementing HR practices in a global context.

BSC (Hons) Business
Management (Top-up)
BMP6003 International HRM

Assessment 2: Individual Presentation
Three most important HR practices
for an international business
Name:
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TABLE OF CONTENT
• Introduction
• 3 Best HR practices used for international
business
• Synthesis issues of HRM in global context
• Conclusion
• References

INTRODUCTION
International Human Resource Management is defined as process or term used
for managing human resources functions, operations & activities at global level
(Reiche, 2018). IHRM is mainly concerned with carrying out the organizational
& HR activities globally. Amazon, a multinational corporation & e commerce
and headquartered in US. It is being considered as top technology based &
retailing company which deals in online products and services through large
number of retailers. It is located globally with number of warehouse and offices
worldwide. Company deals in ample number of products and services such as
online booking of air tickets, food services, products like consumer electronics,
apparels etc. This presentation focuses on best HR practices and synthesis key
issues in global context.

Important HR practices for an
international business
Hiring and recruitment at international level
Recruitment and selecting candidates at international level is being
considered as important which is used as practice by enterprises. Through
recruiting candidates at international level, it become competitive advantage
for firm to compete within a market. In current scenario of international
business organization, recruitment of talented & expatriate candidates is
important because of increase in demand of talented employees in market.
Under this, international organizations uses different practices which are
polycentric staffing, region centric, geocentric staffing and many more. This
assists organization in employing talented workforce to current needs of
international level (Machado, 2020).

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Pros
 This practice is helpful to the organization in achieving the
goals and objectives because it helps in employing talented
employees in firm which are recruited according to need and
requirement of organization (Andersson, 2019).
 Another pro of this practice is that it help in searching of new
talent at global scale.

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Cons
 Hiring candidates at international level increases cost of production
within enterprise. This affects the overall organizational structure of
firm. (Machado, 2020)
 This practice at international level include lots of time which can
impact negatively on organization performance. This is because
firm has delay in process can leads to increase in fixed cost of
organization due to different stages of recruitment process .

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Management of communication
Management of communication is also an important HR
practices which is required at international business. This is
because international businesses are performing their
transaction from country to country basis. This require
effective communication between employees within firm
so that they can perform effectively by reducing the
communication error level (Gannon, 2019). To carry out
communication Amazon use video conferencing, e-mails
and many more tools which are helpful in managing
communication at international level.

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Pros
 This practice aid a company in enhancing overall communication among staff
members among different countries, which also increases the chances of
attaining a common goal like enhancing sales by 5% at international market in
much effective and efficient manner (Gannon, 2019).
 Further, ability to communicate effectively plays a large role in resolving
conflicts and preventing potential ones from arising. With use of appropriate
communication methods, understanding each point view become more effective.
The key is to remain calm, make sure all parties are heard and find a solution
that is ideal for everyone involved. For example- if in a team, to complete a
project communication is needed at all aspects so that goals are achieved
effectively within a period of time.

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Cons
 Due to the systematic structure, it is said that this system adopted by
Amazon can get slow. This can be considered as a negative aspect
of this particular practice (Jack, 2019).
 It is also important in organization to manage effective listening this
is because communication is incomplete without good listener in
organization. So it is important to develop listening skills in
organization before implementation of this practice.

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Continuous development and deliberate career
planning
In today's environment, the most important thing for employee
within an organization is to deliberately plan for its career and
use the continuous development in ability to perform on
different job. In relation of international business, it is being
considered as most effective practice for HR manager to
perform the continuous development process within the firm and
help the employees in career planning (Farndale, 2017).
Amazon focus on this through carry out CPD which is
continuous professional development training activities.

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Pros
 It can be said that the major benefit of this particular practice is
that, it will be delivering ample number of opportunities to staff
members as they will continuously develop their existing skills
and attributes (Acharya Bangalore, 2019).
 Skilled staff in organization can perform more effectively in
complex situation which make this practice effective (Machado,
2020).

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Cons
On the other hand, negative aspect of this practice is that it is
impossible to predict the future of any employee in the organization
as well as future programs of the organization. It will be wasteful
expenditure to use career planning practice (Pauli, 2019).

Synthesis issues of HRM in global
context
Human Resource management in global context is different from
national level. This is because the practices, culture, region, are
heterogeneous in nature. Issues of HRM arises at global context
which leads to disrupting the environment situation of a firm. In
viewpoint of Amazon, they too faces many issues at global aspects

Legal factors- This is most important issues and factor which is encountered by
Amazon globally because rules, regulations and laws are different in every
country which are top be followed by company at any cost. When expatiate
employees are transferred abroad for work many legal documents are needed to
be managed by HR of company (Harney, 2020). This leads to longer procedure
& many issues affects the process. This create a problem for employee to work
in proper manner (Cooke, 2019).

 Different technology aspects- This is another issue being which is faced in
IHRM because in different countries there is different use of technology all
around the world. In this modern era, advancement of technology has
affected business sector at wider scale (Dickmann, 2016). In relevance with
chosen entity, they are uses highly advanced technology, software,
applications. It is not possible that those technologies are also used in other
country which leads to big issue.

 Political factors- Another key issue which is faced by
IHRM is that there are many countries in which they have
different political rules which impact upon HR policies and
frameworks. This slow down the other document process of
expatriate making it difficult for them to stay in another
country. In relevance With Amazon, it is also time consuming
process for them to carry out recruitment & other procedures
in foreign countries (Pauli, 2019).

CONCLUSION/ SUMMARY
After a brief analysis of presentation, it is examined that IHRM which is also
known as international human resource management is time consuming and
critical process which is necessary to be carry out with proper considerations.
So, discussions have been made about key issues in IHRM, importance of HR
practices globally. Then, further three important HR best practices have been
explained. So, it is essential for entity to use practices of HR at global context
with appropriate way.

REFERENCES
Books & Journal:
Warner, 2017. Book review: International human resource management and
global business.
Loufrani-Fedida, 2019. HRM Practices in Human Capital-Intensive Firms: An
Empirical Study of IBM Corporation. In Global Perspectives on Human
Capital-Intensive Firms(pp. 30-52). IGI Global.
Furusawa, 2016. IHRM and expatriation in J apanese MNCs: HRM practices
and their impact on adjustment and job performance.Asia Pacific Journal of
Human Resources,54(4), pp.396-420.
Cooke, 2019. HR offshoring and outsourcing: Research issues for
IHRM. Handbook of International Human Resource Management: Integrating
People, Process, and Context, 5, p.341.

Redondo, 2020. A new ranking of IHRM journals: What type of quantitative research
do they publish?.German Journal of Human Resource Management,34(2), pp.178-
201.
Machado, 2020. International Human Resource Management.
Cooke, 2020. Important issues in human resource management: introduction to the
2020 review issue.
Farndale, 2017. A vision of international HRM research. The International Journal of
Human Resource Management,28(12), pp.1625-1639
Roggeveen, 2016. The Adaption of Post COVID-19 in IHRM to Mitigate Changes in
Employee Welfare Affecting Cross-Cultural Employment.

Acharya Bangalore, 2019. A study on Expatriate Management:-Best IHRM Practices
in Indian MNCs.
Pauli, 2019. Self-employment: A promising agenda for IHRM research. European
Journal of International Management, 13(1), pp.111-125.
Jack, 2019. Internationalisation of Chinese banks and financial institutions and its
implications for IHRM.
Redondo, 2020. A new ranking of IHRM journals: What type of quantitative research
do they publish?. German Journal of Human Resource Management, 34(2), pp.178-
201.
Andersson, 2019. The IB/IHRM interface: Exploring the potential of intersectional
theorizing. Journal of World Business, 54(5), p.100998.
Gannon, 2019. The impact of hotel management contracting on IHRM
practices. International Journal of Contemporary Hospitality Management.

Online References
What are IHRM practices?. 2017.[online]. Available through:
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gement_Practices_in_Automotive_Industry_in_Pakistan_Implications_for_Economic
_Growth
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Accessed on January, 2017.
What are key issues in IHRM ?. 2018.[online]. Available through:
https://smallbusiness.chron.com/international-hr-issues-61937.html
Accessed on 29 October, 2018.
What is IHRM?. 2019 .[online] . Available through:
https://
www.researchgate.net/publication/331981993_International_Human_Resource_Mana
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Accessed on March, 2019.
Why do we need best practices?. 2017.[online]. Available through :
https://www.thatcompany.com/what-are-best-practices-and-why-are-they-important
Accessed on March, 2019.
://