BMP6003 International HRM: Critical HR Practices in Global Context

This presentation provides an analysis of key International Human Resource Management (IHRM) practices essential for international business success. It identifies and discusses three important HR practices: 360-degree performance management feedback, recruitment and selection, and training and development, including their advantages and disadvantages. The presentation also synthesizes the key issues associated with each practice, such as the potential for a negative culture with 360-degree feedback, the time-consuming nature of recruitment and selection, and the dependence on trainer quality for training and development. The conclusion emphasizes that while the concepts in national and international HRM are similar, global HRM requires modifications to account for differences in economic, cultural, political, and legal environments. The presentation references academic sources to support its analysis.

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.

REFERENCES
 Aburumman, O., and et.al 2020. The impact of human resource management practices and career
satisfaction on employee’s turnover intention. Management Science Letters. 10(3). pp.641-652.
 Adisa, T.A. and Mordi, C. eds., 2022. HRM in the Global South: A Critical Perspective. Springer Nature.
 Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
 Aman, Q., and et.al 2018. The impact of human resource management practices on innovative ability of
employees moderated by organizational culture. International Journal of Organizational Leadership. 7.
pp.426-439.
 Chung, C., 2018. Making sense of global integration and local responsiveness in international HRM
research. International Journal of Multinational Corporation Strategy.2(2). pp.153-175.
 Dede, N.P., 2019. Enhancing employee innovative work behavior through human resource management
practices. In Handbook of Research on Managerial Thinking in Global Business Economics (pp. 1-21). IGI
Global.
 Garavan, T.N., McCarthy, A. and Carbery, R., 2019. An ecosystems perspective on international human
resource development: A meta-synthesis of the literature. Human Resource Development Review.18(2).
pp.248-288.