Essay on Human Resource Management 2022

Running Head: HRM 0
Human Resource
Management
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HRM 1
In a global economy, International Human Resource Management (IHRM) consisting
company’s employment practices and work systems embracing collective and individual
aspects of people management. It is not limited with any ideology or style while engaging the
energies of line managers and expert with various groups of employees (Brewster, Vernon,
Sparrow, & Houldsworth, 2016). IHRM includes the responsibilities of training and
development, recruitment and selection, human resource planning, payment and reward
systems, employees’ performance assessment and aligning employee developments
initiatives for corporate strategies. It is concerned with the issues related to human resource
(HR) in the process of foreign subsidiaries MNCs (Cascio & Boudreau, 2016). It maintains
the relationships between the operational activities of the companies and overseas
environments. The organisational structures are enormous with multiple levels of hierarchy
with centralization in decision-making. It promotes and encourages inequality between
individuals at every level. IHRM requires various activities of HR; need to look at wider
perspective, involvement of employee’s private lives, workforce change management,
exposing risks and wide impact of external forces (Khilji, Tarique, & Schuler, 2015). In
MNCs, recruitment and selection mainly named as international staffing in IHRM with a
need to hire international managers for position fulfilment at different locations. International
performance management requires appraisal as per international settings with a huge
consideration. It consists of multiple factors considering culture, primary company and the
subordinate company’s business goals with the experiences linked to the business
environment and major county culture where the business is established for conducting
performance appraisal.
HRM theories in the company underlined are organizational behaviour, ability
motivation opportunity (AMO), commitment, motivation, resource-based and dependence,
transaction costs, institutional, agency, human capital and contingency applied in the areas of
culture, diversity management, training and development, and international performance
management (Voegtlin & Greenwood, 2016). It consists of more three theories namely
convergence theory, Marxist theory and cultural perspective. The company’s culture shows
the differences from other companies sharing a meaning consists of beliefs, customs, values
and norms depending on the behaviour of individuals in the society. To manage the diversity
at the workplace by implementing and planning organizational practices and systems
depending on the characteristic like age, gender, race, income, personality, religious beliefs
and more of employees. International performance management helps in improving the

HRM 2
development and performance of an employee by setting HR activities. Training and
development of employees for making them perform complex international operations
(Collings, Wood, & Szamosi, 2018). This essay is based on the knowing of IHRM in a global
economy by covering culture, training and development, diversity and international
performance management areas in the company with the help of theories and concepts of
organisational human resource management.
Diversity Management and culture at the workplace is essential for working
performance effectively by the employees in business. This concept is based on the people
acceptance and respect with their different and unique understanding. The cross-cultural
difference can be dealt by adapting, structural and managerial intervention, and exit with the
reduction in the issues of cultural diversity (Grivastava & Kleiner, 2015). Culture consists of
norms, values and traditions affect individuals or groups way of thinking, perceiving,
interacting, behaving and making judgements with time perceptions impacting daily
deadlines and schedules. Culture competence means the capability of effective interactions
with individuals from different cultures. It is necessary to be aware about one’s cultures
perspective with knowledge of other cultural activities in a broad way consists of cultural
differences attitudes tolerance and cross-cultural skills (Alexander, Havercome, & Mujtaba,
2015). Cultural competency training is important for the different cultures working together
to avoid issues including miscommunication, real conflicts and risking all effective employee
performance and productivity (Sharma, 2016). To manage cultural diversity in the workplace,
it is essential to develop cultural competence resulting in the capability of understanding,
communicating and interacting effectively with individuals through cultures. It also results in
cultural beliefs and schedules change with numerous cultural variations.
Communication in the working environment is essential for providing appropriate and
rapid information to enhance the performance of the team and work effectiveness. It is
necessary at the time of trouble and requires sudden corrective measures. At the workplace,
team-building is done for the management of employees with different cultures by assessing
cooperation between teams. The problems while team-building can generate problems as
team compromise individual from mixing these cultural types (Potterton, D., 2018). To build
cross-cultural team effectively generating potential advantages significantly benefiting
cultural diversity in the workplace. The different cultures considers time while balancing
professional and personal life, and mix at workplace between social behaviour and work.
There are many more differences consists of overtime perception or deadline issues in the