International HRM Reflective Learning.

International HRM
Reflective Learning
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Contents
Introduction.................................................................................................................................................2
Task 1..........................................................................................................................................................3
1. Critically compare international HRM concepts and theories..............................................................3
2. Critique the use of the HRM function in an international context........................................................8
Task 2........................................................................................................................................................11
Opening statement 1..............................................................................................................................11
Opening statement 2..............................................................................................................................12
Opening statement 3..............................................................................................................................13
Opening statement 4..............................................................................................................................13
Opening statement 5..............................................................................................................................14
Conclusion.................................................................................................................................................16
References.................................................................................................................................................17
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Introduction
The international human resource management is referred to as a strategic function of the
international or the multinational organization which enable it to operate better in the
international markets. The primary function of international human resource management is the
managing of the employees and other related operations across the international markets,
expatriate management etc. The HRM services required for a national organization and an
international or a multinational organization is different. According to the research on the
difference between the national and the international HRM it could be identified that there exists
a higher complexity in the IHRM practices. The IHRM requires higher degree of sensitivity
towards different culture and business environments (Collings, Wood and Szamosi, 2018).
This report reveals a reflective learning which highlights the comparison of the IHRM concepts
and theories. The role and significance of the HRM in the international context has also been
discussed. This report also highlights the responses or a critical analysis of five opening
statements of a group discussion which are related to the topic “the role of HRM in the
management of the cultural differences”. The findings highlights the importance of the HRM in
the international operations and how important is for the HRM to understand the cultural and
environment differences (Brewster, Mayrhofer and Farndale, 2018).
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Task 1
1. Critically compare international HRM concepts and theories
International Human Resource Management Definition
We can define the international human resource management as a function which involves the
world wide or the international management of the human resources. Some of the functions of
the international HRM which we can identify are the procuring, utilization of the international
human resources effectively, provisioning of the training and development, staffing and
recruiting etc. I can also define the IHRM as a system which includes a set of activities,
functions, policies and procedures which are related to the international and the multinational
organizations. To make it simple we can refer the IHRM to the process of the management of the
employees in international settings. We can see that the IHRM deals with the issues and
problems which are raised from the international context and includes the strategies, policies and
procedures based on the international context (Michael and Francis, 2018).
Purpose and objectives of IHRM
The analysis on the HRM and IHRM has enabled me to determine major differences in its
purpose and objectives. The primary purpose and the objectives of the IHRM which I would like
to exhibit here is as follows.
 Enabling the international and the multinational corporations to operate globally
effectively.
 Being competitive in the international operations (Tasoulis and Progoulaki, 2018)
 Being flexible, adaptive and responsive according to the market in which it is operating.
IHRM practices and policies
When we consider the identification of the Brewster, he highlights three major IHRM practices
which make it different from the national HRM services. His identifications focus on the IHRM
policies which includes the following
 Talent management (Glaister, Karacay, Demirbag and Tatoglu, 2018)
 International assignment management
 Managing and international work force (Pauli, Buchelt and Pocztowski, 2019).
Through his findings the readers can understand the change in the HRM operations while
considering the international perspectives. His findings provide us a better understanding of the
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