International HRM: Important Practices and Key Issues

This presentation discusses the important human resource practices at the international level and their critical analysis which includes the pros and cons and also the key synthesis of the issues arising. It covers topics such as 360 Degree Performance Management Feedback System, Recruitment and Selection, and Training and Development. The presentation also highlights the need for revamping and modification of global or international HRM practices taking into consideration the differences in the economic, cultural, political, and legal environment of the nations in which the operational activities take place.

INTERNATIONAL
HRM

TABLE OF CONTENTS
 Introduction
 Important HR practices for International business
 Synthesis of Key issues
 Conclusion

INTRODUCTION
 The international human resource management has the
characteristics of both the functional and the strategic
human resource management.
 At the functional level, it performs all the similar kinds
of the activities like the human resource management
which consists of recruitment, compensation, selection,
performance management, industrial relations, training
and the career management and much more The
international HRM is inter connected to the strategy of
the business of the firm.

Important HR practices for the International business
 The International human Resource Management (IHRM) can be referred to as the combination of the activities that
focuses the management in the human resource at the global level.
 The main objective of this is to fulfil the objectives of the company and achieve a particular competitive advantage
over the rival firms at the domestic and the global level (zum Modul and im Studienverlauf).
 360 Degree performance management feedback system
 This kind of the practice acquires the feedback from the seniors involving the boss, the subordinates and the peers in
the company and this system is also considered as one of the best methods for the collection of the feedback of the
performances.
Advantages
 Increased complete assessment
 Creating better teamwork
 Increased feedback is always better
 Anonymous
Disadvantages
 Create a negative culture
 It might not be correct
 Too focused on the weaknesses
 Anonymous feedback can not be tracked
 Time consuming

Recruitment and selection
 Recruitment and selection is one of the most important practices
of Human Resource at the Global level. The process of
recruitment within an organization with respect to the global
context includes a number of steps.
 A well-established recruitment process is customized as per the
needs of an organization and thus, helps an organization in
hiring the right talent in order to make sure that the business
operations can be carried out smoothly within an organization.
 Advantages
 Increased talent
 Competitive advantage
 Disadvantages
 Time consuming
 High costs

Training and Development
 The training and development is one of the major aspect of the
Human Resource Management of an organization. Training and
development of employees within an organization is very
important in order to ensure the growth and development of an
organization.
 The training and development programmes includes
implementation and initiation of different types of programmes
through which the employees can learn and develop new skills
within themselves which can be found helpful in improving their
performance within the company.
 Advantages
 Retains employees
 Boosts workplace engagement
 Disadvantages
 Quality depends on the trainer

Synthesis of Key issues
 360 Degree Performance Management Feedback System : Negative Culture
 Recruitment and Selection : Time consuming process
 Training and development : Ineffective Trainers

CONCLUSION
 The above report discussed the important human resource practices at the international
level and their critical analysis which includes the pros and cons and also the key
synthesis of the issues arising.
 The concepts and the ideas in both the national and the international human resource
management is not similar but the global or the international HRM need the revamping
and the modification taking into consideration the differences in the economic, cultural,
political and the legal environment of the nations in which the operational activities
takes place.

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