International HRM: Practices, Issues, and Importance - Desklib

This presentation discusses the importance of international HRM practices, key issues faced by organizations, and compensation and benefits practices. It also provides insights into Unilever's HRM practices and challenges. The subject is International HRM and the course code and college/university are not mentioned. The presentation is available on Desklib, an online library for study material with solved assignments, essays, dissertations, etc.

International
HRM

Table of Contents
 Introduction
 HRM practices with advantages and disadvantages
 Key issues faced by organization in global context
 Conclusion
 References

Introduction
International human resource management termed to as main activity which use by individual
for the purpose of developing their business performance. This concerns the global
understanding or management of HR activities in an organization. The present report is based
on Unilever Plc that is British multinational consumer goods company headquarter in London,
England. The company founded in 1929, for the purpose of providing different types of
retailing products.

Importance of Human resource management
practices
HRM practice is defined as strategic operations of HR which used by individual for the purpose of
managing all business functions and increasing activities. This form the foundation and guidance
for managing employees and getting work done properly. The management of organization plays
an important role as it identifies vacancy, recruiting, and selecting the people who could ready to
work and managing all functions effectively. The management focuses over different HRM
practices such as:

International Staffing Practice
 International Staffing
International staffing is an expatriate employees working in a unis and plant which is located for
the purpose of running a business. This practice relates to hire and transfer people within same and
different region to fill open positions.

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Key issues faced by organization:
 Appropriate pay rate for work performed
 International Tax rates
 Intellectual property protection
 Compensation package

International Training and development
International Training and development
Training and development is the crucial practice of
human resource management that used to provide proper training
and development programme for the purpose of getting work
done by accepting challenges. If there is no guidance and
assistance provided to employees, then it might be challenging
for company to regulate its business. Unilever is a MNC that runs
its business at multiple location or region for the purpose of
providing better quality of products at retail prices which
influence the number of people and make decision to buy.

Key issues faced by Unilever
Training and development is the important function for each organization as it increases the
learning and understanding ability of individuals for the purpose of achieving targets. The
management in relation to Unilever, training and development function is performing for the
purpose of developing organization and maintaining performance. Different types of issues faced by
chosen company such as:
 Increase in cost and investment reduction
 Organizational change
 Lack of employee engagement
 Not ready to accept changing technology

Compensation and benefits Practices
Compensation and benefits is important practice that
should be applied by organization to improve determinant work
performance of individuals and managing all activities
properly. The compensation striving hard to gain extra bonus
for leading a better life experience and develop the
organizational performance. In relation to Unilever,
compensation practice is applying by management in which
compensation and other benefits provided to employees who
works at the workplace and retaining them.

Key issues surrounding the management
of Human resource in global context
Human resource management refers to important function in each organization involving
identification, recruitment, selection, and retaining employees at the workplace which can help to
develop organizational performance. If organization is not managing functions and activities, then
it might be challenging for company to operate its business.
 Cross cultural conflicts
 Recognition of employee’s weakness
 Business policies

CONCLUSION
From the above report it can be concluded that human resource
management is the major practice which uses by top management to identify,
recruiting and selecting the best people for the purpose of doing work and managing
higher performance. This is important for all companies to have a good HR who
could understand employee’s issue and put their efforts to resolve which can help to
make feel good and retain staff continuously. The international HRM means when a
business operating outside of one country to another then it needs to get permission
and faces many challenges that directly affects business organization negatively.

REFERENCES
 Aboramadan, M. and Karatepe, O. M., 2021. Green human resource management, perceived green
organizational support and their effects on hotel employees’ behavioral outcomes. International Journal of
Contemporary Hospitality Management.
 Agyabeng-Mensah, Y. and et.al., 2020. Examining the influence of internal green supply chain practices,
green human resource management and supply chain environmental cooperation on firm performance.
Supply Chain Management: An International Journal.
 Ahammad, M. F., Glaister, K. W. and Gomes, E., 2020. Strategic agility and human resource management.
Human Resource Management Review. 30(1). p.100700.
 Anwar, G. and Abdullah, N. N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and Management (IJEBM). 5.
 Baporikar, N., 2021. International Human Resource Management Strategies for Multicultural
Organizations. In Handbook of Research on International Business and Models for Global Purpose-Driven
Companies (pp. 166-187). IGI Global.

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