Importance of HR Practices for International Business

International HRM

Table of Contents
 Introduction
 Importance of HR practices for an international business
 Providing security to employees
 Training for relevant skills
 Hiring right candidate
 Critical Analysis
 Conclusion
 References

Introduction
 International human resources describe the procedure what is useful in procuring allocating and
prominently using the human capital within the multinational corporation. In this context the international
HRM deals with the typical HRM functions including training and development performance appraisal
recruitment and selection and so on at the global level. International HRM promotes globalisation within
the business environment that leads to enhance and improve the domestic organisations (Psychogios and et.
al., 2016). Moreover it also includes the prominent management of global employees regarding the success
and failure of the international ventures. It also becomes a challenge to retain and train employees at the
global organisation as to manage the employees and their belongings at the different geographical locations
and countries are quite difficult.

Importance of HR practices for an international business
 In order to operate an organisation at international level it is important human resource manager to have
strong practices and policies that address the requirements of many people and also leads to motivate
them towards their work. In terms of this, various challenges which HR managers face at the
international level is majorly concerned with the language and culture as many people comes from
different areas and they have their own perspective that might clash with others. In terms of this, the
HR manager need to provide suitable training to employees and also provide job security to them to be
stable.
 For instance, written policies about health and safety are required for an organisation that has more than
five employees and they work under the formal disciplinary and grievance procedure.