International HRM: Recruitment, Training & HRIS

This presentation provides a critical analysis of HR practices for global business in International HRM. It discusses recruitment and selection, training and development, and HRIS. The benefits and drawbacks of HR practices along with its issues are also discussed.

International HRM

Table of Contents
 Introduction
 Critical Analysis
Recruitment & Selection for Global business
International Training & Development
Human Resources Information System in International Business
 Conclusion
 References

INTRODUCTION
 International Human Resource Management is defined as human resource practices that
organizations manages at international level. IHRM performs all basic functions of recruitment,
selection, compensation, training & development, etc.
 It is more complex and complicated because managing people across national boundaries is a
difficult task than on domestic level.
 The present report will critically analyse the importance of human resource management practices.
Further, it will discuss three most important HR practices for an international business.
 In addition to this, study will also discuss benefits and drawbacks of HR practices along with its
issues.

Recruitment & Selection for Global business
While recruiting employees on global level, HR has function globally by co-ordinating
various systems and having complete knowledge about local environment.
For that, companies are looking for best talent across the world and requires competent and
diverse team to work together.

Contd.
Approaches to recruitment
Ethnocentric Approach
Polycentric Approach
Geocentric Approach

Contd.
Advantages
Easy
communicat
ion
Transfer
employees
easily
Proper
alignment
of interest
Advantages & Disadvantages of Ethnocentric Approach
Disadvantages
Imposes
risks of
cultural
norms
Very
expensive
Create
resentment
in foreign
countries
and thereby
losing
morale.

Contd.
Advantages
Workers are
easy &
cheap to
hire
Reduces the
needs for
cultural
awareness
Proper
guidance
about
foreign
country
market
Advantages & Disadvantages of Polycentric Approach
Disadvantages
Limited
opportunities
to gain
exposure
Relying on
locals can
negatively
affect
Difficulty in
bridging the
gap between
parent & host
country
employees

Contd.
Advantages
It improves ability
of company to
perform better
Supports
coordination and
cooperation
Advantages & Disadvantages of Geocentric Approach
Disadvantages
Expensive
Subsidiary
management
has limited
independence
Devising a
compensatory
plan is difficult

Contd.
Sources of Recruitment
Promotions
Transfers
Internal
sources
Advertising
Internet
Educational
Institutes
External
sources

Contd.
Selection methods
• Interviews
• Assessment Centres
• Psychological Testing

Contd.
Key challenges
 Making the process correct
 Lack of qualified personnel
 No technology used
Main Advantages
 Mobile applications
 Interviews through Videos
 Remote working

International Training & Development
The training and development of employees is completely
depended on his/her performance. It helps company
operating at international level to continuously build its
human capital by engaging employees in training programs.

Contd.
An expatriate is a person who is an employee of particular company but working and living in
some other country.
Expatriate Training:
 Cultural Awareness Programs:
 Preliminary Visits

Contd.
Key challenges
 Costly for company
 Poor quality of training
 Cultural Barriers
Main Advantages
 Improves employee performance
 Acquiring skills of different cultures
 Sense of self-worth & career development

Human Resources Information System in International
Business
 HRIS is a software solution which manages and maintains
complete information about employees and its related
policies and procedures.
 It is coordinated and collaborated system which helps in
standardizing HR tasks and processes and maintaining
correct record of relevant information.

Contd.
Human resource information system is built on two major pillars that defines the basis for
managing people and supporting the whole organization.
These two pillars are:
Organizational Design
Employee Data Management

Contd.
Features & Functions:
 A HRIS includes typical features of recording employee data such as talent acquisition,
compensation plans, absence management (sick leave, planned leave, personal time off),
etc.
 Any additional feature can be put on according to the business requirements. Information
system helps in creating a standardization process by automating practices across company
which further increases HR efficiency.
 Each and every person in company uses HRIS according to their roles and duties.
Although, power users are HR administrators, payroll executive and recruiters.

Contd.
HRIS in International Business
 International HRIS benefits companies operating at international level by speeding up
decision-making process and giving instant information to managers to formulate
strategies.
 HRIS at global level help in proper centralization and connection of all HRIS information
for manager no matter n which country the workforce is working.
 Organization planning their international expansion & diversification can adopt HRIS to
have a formal system in place to identify, track and manage its personnel.

Contd.
Key challenges
 Data privacy
 Maintenance cost
 Regulations & compliance
 Business disruption
 Legal risks
Main Advantages
 Co-ordination & Collaboration
 Payroll Integration
 Transparency
 Improved Workflow

Conclusion
 From the above report, it can be concluded that there are various practices adopted by HR
in international business to effectively manage workforce.
 It can also be summarized that individual recruitment of candidate from either internal or
external source should be done after proper evaluation of his skills and experience.
 Further, it can be articulated that T & D programs initiated by international organization
provide employees a chance to improve their skill set.
 Lastly, it can be said that adopting HRIS can be very beneficial for business because it
reduces paper work and major work is done using the latest technology which enhances
performance of company and there is no delay of work.

References
Books and Journals
Al-Dubai, M. M., Gopalan, V. and Mahmud, M. S., 2019. Mediating role of Leadership styles on the relationship between recruitment and
selection and employee satisfaction among telecommunication employees. Journal of Internet Banking and Commerce. 24(2). pp.1-11.
Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources recruitment and selection?. Network Intelligence
Studies. 7(13). pp.21-30.
Denisa, A., 2018. New Approaches Regarding The Recruitment And Selection Of The Employees. Management Strategies Journal.
42(4). pp.7-14.
Eva, T. P., 2018. Recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh: Evidence from
human resource practitioners. European Business & Management. 4(1). pp.28-38.
Dosumu, O. S. and et.al., 2021. Recruitment and Selection Practices of Construction Employers in Rwanda. Rwanda Journal of
Engineering, Science, Technology and Environment. 4(1).
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in recruitment and selection process. Strategic
Management-International Journal of Strategic Management and Decision Support Systems in Strategic Management. 23(3).
Waxin, M. F. and et.al., 2018. Workforce localization in the UAE: recruitment and selection challenges and practices in private and public
organizations. The Journal of Developing Areas. 52(4). pp.99-113.

Contd.
Armstrong, M. B. and Landers, R. N., 2018. Gamification of employee training and development. International Journal of
Training and Development. 22(2). pp.162-169.
Kovacic, M. and Cunningham, K., 2019. Effective electrical safety program training in multi-lingual/cultural
environments. IEEE Transactions on Industry Applications. 55(4). pp.4384-4388.
Bretos, I. and Marcuello, C., 2017. Revisiting globalization challenges and opportunities in the development of
cooperatives. Annals of Public and Cooperative Economics. 88(1). pp.47-73.
Manuel, M. E., 2017. Vocational and academic approaches to maritime education and training (MET): Trends, challenges
and opportunities. WMU Journal of Maritime Affairs. 16(3). pp.473-483.

Contd.
Moussa, N. B. and El Arbi, R., 2020. The impact of Human Resources Information Systems on individual
innovation capability in Tunisian companies: The moderating role of affective commitment. European
Research on Management and Business Economics. 26(1). pp.18-25.
Akoyo, S. I. and Muathe, S. M. A., 2017. Towards a Theoretical Model for Human Resource Management
Information Systems, Government Policy and Organizational Performance: A Research Agenda. IOSR
Journal of Business and Management. 19(1). pp.43-53.
Tilahun, M., 2019. A Review on Determinants of Accounting Information System Adoption. Science
Journal of Business and Management. 7(1). pp.1722.
Chen, P. T., Lin, C. L. and Wu, W. N., 2020. Big data management in healthcare: Adoption challenges and
implications. International Journal of Information Management. 53. p.102078.
Almalki, M., Al-fleit, S. and Zafar, A., 2017. Challenges in Implementation of Information System
Strategies in Saudi Business Environment: A Case Study of a Bank. International Journal of Computer
Trends and Technology. 43(1). pp.56-64.

Contd.
Online
What Is International Recruitment? 2021. [Online]. Available through:
<https://businessupside.com/2021/03/25/what-is-international-recruitment/#:~:text=International%20recruitment
%20and%20selection%20involve,their%20business%20locally%20and%20overseas.>
Importance of Training and Development for Employees. 2021. [Online]. Available through:
<https://online.maryville.edu/blog/importance-of-training-and-development/>
Human Resource Information Systems (HRIS). 2021. [Online]. Available through:
<https://www.mbaknol.com/management-information-systems/human-resource-information-systems-hris/>