International Human Resource Management

This presentation discusses the significance of International Human Resource Management (IHRM) in companies, key practices, and challenges faced by HR managers. It explores the recruitment and selection process, training and development, and the role of IHRM in global business. The presentation also covers the management of IHRM at a global context and its impact on business performance.

International Human
Resource Management

TABLE OF CONTENT
INTRODUCTION
LITERATURE REVIEW
CONCLUSION
REFERENCES

INTRODUCTION
 International human resource management (IHRM)
can be defined as a set of actions targets HRM at
global level.
 IHRM managers always ready to move business
operations or activities into other country and
productively manage staff to have better
functioning of company in the business market.
 In this presentation will discuss about significance
of IHRM in the company and it’s key practices and
challenges that they face while managing
employees with support of literature review.

LITERATURE REVIEW
SIGNIFICANCE OF IHRM
 According to Chahal, Jyoti and Rani, (2016), IHRM is the procedure of getting,
allocating and effectively utilizes human resources within MNCs.
 International HRM supports organization to fulfil it’s organizational objectives and
gains competitive advantage from competitors at national as well as international
level.
 They also play significant role in order to make organization highly competent at
international level.

THREE HRM PRACTICES
They recruit, manage and develop number of employees who comes from other location or
countries for the job. IHRM practices supports such companies which operates their
business more than one country across the world.
For example, they deal with challenges that arises in MNCs such as rapid growth of
internationalization and global competition which has increased too much.
In this situation HR managers develops different strategies like cross border mergers and
acquisitions for international business so that it can achieve competitive advantage over
competitors.
They play vital role in increasing business network and horizontal communication through
which company enables to stand over it’s commitment in the business market.

RECRUITMENT AND SELECTION PROCESS
 As per the view of Furusawa and Brewster, (2016), ihrm perform different key HRM
practices such as recruitment and selection, training, compensation and rewards and
performance evaluation.
 Recruitment and selection process is one of the major HR practice that helps
multinational company to recruit right skill for the right place without restricting
geographical locations.

TRAINING AND DEVELOPMENT
HR managers conducts training program for the new joiners so that they learn common
language or cultural traditions.
Cultural training program also conduct by ihrm to learn individuals how to respect each
culture and coordinates them to work on common goal.
As know to maintain cultural diversity in the workplace is not easy for business because it
leads different people’s who keeps difference from each-others in term of language, age,
religion, gender, sexual orientation etc. so it is essential for the HR managers to maintain
wellbeing of individuals then they can bring profitability in the business.
There are various multinational companies which maintains diversity in the workplace in
order to meet customer’s needs at individual level whereas ihrm supports them to perform
different key HRM practices.

CONT..
 Meyer and Xin, (2018), have quoted an
example of Tesco to evaluate IHRM practice
through their published research papers.
 Tesco is a British Multinational and
merchandise retailer company that posses’
wide product line and offers them to multiple
countries across the world.
 IHRM practices has proved quite profitable
for the Tesco because they support to expand
business in the busines market at
international level.

MOTIVATION
In this program, HR plays vital role such as they learn new joiners how to perform their key
roles and responsibilities in the workplace and aware them about company’s goal and
objectives so that they understand values of organization’s goal and puts more efforts to make
themselves perfect for the company.
Compensation and rewards is another key ihrm practice that perform by HR managers to stay
highly skilled staff in the company.
Tesco’s manager always try to maintain idea situation between input and output so that strong
relationship can be maintained between employer and employees.
International HR managers are not only managed individual company’s staff but also, they
have to keep constant communication with other staff as well who offers their services in it’s
stores which are located at different locations around the world.

Cont..
Key issues surrounding the management of IHRM at global context
 As illustrated by Shah, Tasoulis and Progoulaki, (2018), ihrm faces various issues
like change management, leadership development and HR effectiveness and
measurement.
 Change management is one of the major challenges for the ihrm because whenever
upper management decides to adapt emerging change in the business in that state
HR managers plays vital role because they practice change management leadership
style.
 This leadership style supports HR professionals to implement emerging changes
successfully in the business.
 But they have face wide challenges while adapting emerging changes like employee
resistance, competitive actions etc.

CONT..
 Leadership and development is another challenge for the ihrm because it requires to
be critical strategic initiative.
 Global leadership development has been determined as critical strategic initiative to
ensure that right employee must be retained, that the culture of the business helps
performance and achieve strong position in the market.
 \To practice this initiative is not easy for HR because it requires effective managerial
skills then they can perform it at international level.

CONT..
 Furusawa and Brewster, (2016) perspective,
ihrm can overcome these challenges easily if
they improve their management performance
and maintain coordination with all staff
weather they are offered their service in main
company or it’s stores which are located at
different location across the world.
 Such initiative of HR definitely will help
company to maintain sustainable performance
of business in the global market and leads
high satisfaction in individuals for the job.

CONCLUSION
 This presentation has been summarized significance of international human resource
management.
 Furthermore, it can be concluded different three ihrm practices that performed by
HR in an international business.
 Key challenges surrounding management of ihrm at global context have been
concluded in this presentation.

REFERENCES
 Chahal, H., Jyoti, J. and Rani, A., 2016. The effect of perceived high-
performance human resource practices on business performance: Role of
organizational learning. Global Business Review. 17(3_suppl) pp.107S-132S.
 Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource
management research in perspectives. Human Resource Management
Journal. 28(1). pp.1-13.
 Furusawa, M. and Brewster, C., 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.
 Horwitz, F., 2017. International HRM in South African multinational
companies. Journal of International Management. 23(2). pp.208-222.
 Tasoulis, K. and Progoulaki, M., 2018. Case 3: Crisis and IHRM. In Strategic
Human Resource Management and Employment Relations (pp. 169-174).
Springer, Singapore.

CONT..
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy
multinationals: Integrating strategic management and human resource
management. The International Journal of Human Resource Management. 29(11).
pp.1827-1855.
Shah, R., International HRM.
Ahmed, U., Majid, A.H.A. and Zin, M.L.M., 2016. HR Moderating HR: Critical link
between Developmental HR Practices and work engagement in a Moderated
Model. Management Review: An International Journal, 11(2), p.4.
El-Kassar, A.N. and Singh, S.K., 2019. Green innovation and organizational
performance: the influence of big data and the moderating role of management
commitment and HR practices. Technological Forecasting and Social Change, 144,
pp.483-498.

CONT..
 Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between perceived training
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 Mostafa, A.M.S., 2017. High-performance HR practices, positive affect and employee
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 Ybema, J.F., van Vuuren, T. and van Dam, K., 2020. HR practices for enhancing sustainable
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