International Human Resource Management

This assignment delves into the field of International Human Resource Management (IHRM). It requires students to research the definition, evolution, and contemporary practices of IHRM. The focus includes understanding how cultural differences impact HRM practices, examining global talent management strategies, and analyzing the ethical challenges faced by IHRM professionals. Students are expected to synthesize their findings from scholarly sources to provide a comprehensive analysis of this evolving field.

International HRM

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
Explain the meaning of HRM and the function of HR and it's importance.........................3
TASK 2............................................................................................................................................4
The purpose of HR Planning and how this can be useful in finding the right skills and
competencies for the business................................................................................................4
TASK 3............................................................................................................................................6
Define training and development and discuss how training and development contributes in
improving the performance....................................................................................................6
TASK 4............................................................................................................................................7
Explain the process for managing change with in the business and it's global environment 7
TASK 5............................................................................................................................................8
Identifies the ways in which the organisation can take account of employment legislation
within HR practises................................................................................................................8
TASK 6............................................................................................................................................9
Suggest ways in which an organisation can take advantages to add value to the business and
sustain in future growth..........................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
International Human Resource Management means that management that is concerned
with human resource problems of multinational company in foreign subsidiaries. It is the
process of recruiting ,selecting , allocating ,and affectively organise the human resource in
multinational companies (Delbridge, Hauptmeier and Sengupta, 2011) .It also makes the
policies related to the human resource. A HR manager have to implement HR policies across the
several branches that is exist in several countries. The project report is based on Palermo Safe
Storage that mission statement is “Our People and Our Future”. In this it is explained meaning of
HRM,HR function and it 's importance in an organisation and importance of training and
development etc.
TASK 1
Explain the meaning of HRM and the function of HR and it's importance
International Human resource management is the set of activities that objectives is to
mange and control the human resources at international level for achieving the goals and
objectives of the organisation and achieve the competitive advantages over the competitors at
national or international level. It recruit ,trained and motivate the employees for working in
efficient and effective manner.
HR functions – In an organisation ,a HR is very important person that helps in achieving
the organisation goals and objectives (Almond, 2011). HR of Palermo Safe Storage have to
perform many task for improving the environment of workplace and working of
employees .Some of them task are as follows-
 Job analysis- In job analysis ,HR ensures that what is the requirements of human
resource and what should be skills and knowledge for performing the specific tasks
(Scullion and Collings, 2011). The end result of job analysis is job description. In job
description it is describes that what will be job duties ,responsibilities etc.
 Staffing – It includes recruitment and selection. A HR have to invite the application for
vacant post and select those employees who are compatible for the vacant post.
 Training and development- After section of human resource , A HR has to conduct the
training programme for familiarizing them with organisation cultures.

 Make policies related to working and health and safety- HR of Palermo Safe Storage
should make policies related to the working of employees and their health and safety and
make other policies like salary ,incentives etc.
Objectives of HRM- HRM is important not only for the organisation but it also
important for the employees or the society (Story and et.al., 2014). There are many objectives of
HRM, some of them are follows -
 Effective utilization of human resource
 It develops the human resource.
 It harmonize the goal of individual or organisation.
HR department is very helpful in achieving the organisation goals and objectives. It
contributes in the following way -
 HR department of Palermo Safe Storage provides the training to the employees for
motivating and increasing their efficiency that will help in achieving the goals of the
organisation.
 HRM gives the adequate compensation to all without any discrimination that motivate
the employees forgiving their best in achieving the goals (Paik, Chow and Vance,2011).
 HRM monitors the code of conducts of the organisation so that employees can abide with
it and will perform according to the code of conducts and it also monitors the employees
and ensures that they are performing according to the code of conducts of the
organisation or not.
TASK 2
The purpose of HR Planning and how this can be useful in finding the right skills and
competencies for the business
HRP is a strategic, systematic , continuous process that is helpful in achieving the
optimum use of human resource. In this planning, A HR of an organisation determines the
requirements of manpower in future and determining how to utilize the full capacity of existing
employees that will helpful in achieving the organisation's goals and objectives (Janssens and
Steyaert, 2012).
Importance of human resource planning- Human resource planning is very important
for an organisation for achieving it's goals .Some points of importance are as follows-

 Human Resource Planning is helpful in identifying the right people at the right job at the
right time that will help in achieving the organisation 's goals.
 When company is diversified ,expanding then HRP very helpful.
 It ensures the smoothly supply of human resource whenever it requires (Chung, Sparrow
and Bozkurt, 2014).
 It avoids the shortage and surplus of employees and saves the cost of the company.
 It is also helpful in assessing the strengths and weaknesses of the employees if they are
not performing according the standard then takes corrective action.
All above importance helps the company in achieving the objectives and competitive
advantages over the competitors.
Approaches of Human Resource Planning- Human resource planning has many
approaches some of them are as follows-
 Traditional approach- It is also known as “Top down approach or quantitative
approach”. It views HRP as a number game designed to track the flow of employees
across department and identified the requirements of employees. It is based on human
resource management information system and demand forecasting techniques like trend
analysis , Markov analysis etc. This focus on the forecast human surplus or shortage.
 Contemporary approach- IT is also known as “Bottom up or qualitative approach”. It
focus on the concern of the individual employees like promotion, performance evaluation
etc. It is based on the matching organisation needs with individual needs, compensation
and employees development need etc (Varma and Budhwar, 2013).
Both approaches are helpful in the achieving the organisation's goals. Traditional
approach defines the requirement of the employees and contemporary approach motivates or
encourage the employees for working effectively and efficiently that will help in achieving the
organisation's goals.
A HR of Palermo Safe Storage needs to plan the following things-
 Should plan training and development programme for the employees.
 Should forecast the requirements of the employees that are suitable for the vacant post.
 Should plan for giving the salary and compensation adequate and sufficient and without
any discrimination.
 Should also plan for the policy related to the health and safety of the employees.

TASK 3
Define training and development and discuss how training and development contributes in
improving the performance
Training – Training is the set of activities that are helpful in increasing the skills and
knowledge of the employees that are helpful in performing their specific job. It is a continuous
process that are helpful in motivating the employees for performing efficiently and effectively.
Development- Development means a progression from lower level to more advanced. In
the development programme ,overall personality of the employees is groomed while in training,
training is given on a specific topic (Francis, Parkes and Reddington, 2014).
Training and development programme is very important for an organisation .It can be
given to the new or existing employees of the company. It contributes in improving the
performance of the employees that will helpful in achieving the organisation goals and
objectives. It contributes in the following way-
 Motivation -Training and development programme motivates the employees for
performing according to the set standards that helps the company in achieving the goals.
 Job satisfaction- This programme increases the satisfaction of the employees because
after this employees work in effective and efficient manner.
 Consistency- It reduces the employees turnover because it helps the employees in
understanding the organisation 's culture and working environment etc (Marler, 2012).
 Building skills and competencies- Training and development increases the skills and
competencies of the employees so that they can work according to the standards.
A HR of Palermo Safe Storage should implement the training methods for removing the
deficiency from the employees or he entire organisation. Company can provides two types of
training to the employees which are as follows -
 On the job
 Off the job
On the job methods company provides the training at the work place .And off the job
methods ,company provides the training at any other places other than work place.
On the job methods company can provide the following methods that will helpthe
company in removing the deficiencies-
 Job instruction techniques

 Coaching
 Mentoring.
Off the job methods ,Palermo Safe Storage can provide the following methods which are
as follows-
 Role play
 Case study
 In -basket methods
 Simulation etc.
TASK 4
Explain the process for managing change with in the business and it's global environment
This time is a changing time and change is very important for an organisation . If
company doesn't accept the change then company can not get competitive advantages over the
competitors and success (Wilson, 2014). So every company should always be ready for
accepting the change.
In Palermo Safe Storage should change their working environment so that employees will
not go to leave the organisation. HR of this company should introduces the policy related to
training of the employees ,health and safety related policy and set the standards of the
recruitment and selection process and related to the performance and give adequate amount to
the employees for doing the overtime.
Process for managing change- According to the Varma and Budhwar, for managing the
change,company should follow the following steps (Rees and Smith, 2014) -
 Company should establish a new objectives for removing the negative impact of the
existing objectives.
 It should appoint a expert who is able to look after and control the resistance.
 And after that select that methods by which employees will easily accept the change.
 After that develop the strategies on what change is needed.
 Implement the strategies.
 Allow the resistant problems and sought out their problems.
Types of changes and it's importance-There are many types of changes and every types
requires different strategies .types of changes are follows-

 Strategic change
 Technological change
 Structural change
 Cultural and behavioural change.
Burke and Letwin's change model- This model focused on the internal and external
environment so that it can identify the factors that are affecting the performance of the company.
The external factors , the top half the model,is refered as the transformational factor (Chung,
Sparrow and Bozkurt, 2014). It also affects the behaviour's of the employees. This half taken
care by leader of the organisation like CEO because they only are the responsible person for the
managing change in the organisation and never leave the things in the way. And bottom half is
the transactional factors that focus on the daily routine works. It focus on the internal
environment like reward system etc. This half is used by the managers because they are the
persons who are responsible for seeing that what is going on in the organisation like in given
case study there is high employees turnover ,no training programme etc. so all these are seen by
the managers (Varma and Budhwar, 2013 ).
If Palermo Safe Storage is doing change then employees can resist for change because all
people want comforts so that 's why employees deny for the change and raise objections. HR of
this company can remove the problems in following way -
 By providing training
 Tell to them about the benefits of the change
 Give more compensation to them etc.
TASK 5
Identifies the ways in which the organisation can take account of employment legislation within
HR practises
Importance of employment legislation- Employment legislation is very important for
the organisation. Some importance are as follows-
 It provides job security to the employees .
 It protects the employees from discrimination and other unfair treatment etc.

Employment relationship means the relationship between the employer and employees. If
employer or employees will not follow the legislation then it affects the employment relationship
(Francis, Parkes and Reddington, 2014). It can affects in the following way -
 if employer is doing discrimination or other things then employees will not do work
effectively and efficiently.
 If employees are not doing work according to the standards then employer will do lock
outs or can give punishment to them.
In Palermo Safe Storage company,employer are not following legal laws related to
recruitment and selection ,training ,health and safety etc. but company should had to follow all
legal laws related to all the problems. It affected the working of the company and mostly people
went to leave the organisation (Marler, 2012). So Palermo Safe Storage should adopt that
process of recruitment and selection that are not hazardous to any one and should also provide all
things related to the health and safety of the employees. If company do not follow these laws
then company may incurred many expenses like safety cost ,insurance ,hospital
expenses ,payment to the family members of diseased person. There are many laws related to
employment ,some of them are as follows-
 Equality act 2010 – It protects the employees from discrimination at the work place.
 ACAS code of practise – It sets the standards and principles related to discipline .It
provides the guidance to the employer and employees and sets the principles for handling
the disciplinary and grievances at the work place.
TASK 6
Suggest ways in which an organisation can take advantages to add value to the business and
sustain in future growth
Globalisation- When company is doing their business at international level thereby
increasing their interconnection of the world ,is known as globalization .
Global HRM- When human resources policies are made for the employees who are
working at international level is known as global HRM. In other words when
recruitment ,procurement ,effective utilization etc. are done in an international business is known
as global HRM (Wilson, 2014).

Globalization and global HRM are directly link with each other .If company are doing
their business at international level then it has to make HR policies for the employees who are
working at international level .And if company is not doing business at international level then
why HR will make the policy at the international level then here are direct connection between
globalization and global HRM. If company are doing the business globally the it affect the
organisation in the following way -
 It will increase the competition for the company because there will be competitors from
the home country as well as foreign country (Rees and Smith, 2014).
 Company can get more competent and efficient employees for working that will help in
achieving organisation goals.
 It will increase the market share and demand of their products and service.
 It will improve the infrastructure of the company.
Palermo Safe Storage can take advantages by using this .By using this it can hire
the employees form the foreign that are more efficient and competent that will help the company
in achieving the objectives (Stahl, Björkman and Morris, 2012). It can exchange technology
from foreign that are more cost effective and can capture the large market share that will help the
company for sustaining in the market for long period of time.
CONCLUSION
International Human Resource Management means that management that
procure,retain ,allocate ,recruit and selects and provide compensation to the employees who are
related to the multinational companies and that made the policies related to the human resource
of the multinational companies. From the above study ,it concluded that importance of HRM in
an organisation .A HR has to perform many task in an organisation that helps the company in
achieving the objectives and it tells about the employment legislation and importance of training
for the company. Training is very important for the organisation because it motivates the
employees for working properly.

REFERENCES
Books and journals
Almond, P., 2011. The sub-national embeddedness of international HRM. Human Relations.
64(4). pp.531-551.
Cascio, W.F., 2012. Methodological issues in international HR management research. The
International Journal of Human Resource Management. 23(12). pp.2532-2545.
Chung, C., Sparrow, P. and Bozkurt, Ö., 2014. South Korean MNEs’ international HRM
approach: Hybridization of global standards and local practices. Journal of World
Business. 49(4). pp.549-559.
Delbridge, R., Hauptmeier, M. and Sengupta, S., 2011. Beyond the enterprise: Broadening the
horizons of International HRM. Human Relations. 64(4). pp.483-505.
Francis, H., Parkes, C. and Reddington, M., 2014. E-HR and international HRM: A critical
perspective on the discursive framing of e-HR. The International Journal of Human
Resource Management. 25(10). pp.1327-1350.

Janssens, M. and Steyaert, C., 2012. Towards an ethical research agenda for international HRM:
The possibilities of a plural cosmopolitan framework. Journal of Business Ethics.
111(1). pp.61-72.
Marler, J.H., 2012. Strategic human resource management in context: a historical and global
perspective. The Academy of Management Perspectives. 26(2). pp.6-11.
Paik, Y., Chow, I.H.S. and Vance, C.M., 2011. Interaction effects of globalization and
institutional forces on international HRM practice: Illuminating the convergence‐
divergence debate. Thunderbird International Business Review. 53(5). pp.647-659.
Rees, G. and Smith, P. eds., 2014. Strategic human resource management: an international
perspective. Sage.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Stahl, G.K., Björkman, I. and Morris, S. eds., 2012. Handbook of research in international
human resource management. Edward Elgar Publishing.
Story and et.al., 2014. Meeting the challenges of effective international HRM: Analysis of the
antecedents of global mindset.
Varma, A. and Budhwar, P.S., 2013. Managing human resources in Asia-Pacific (Vol. 20).
Routledge.
Wilson, J.P., 2014. International human resource development: Learning, education and training
for individuals and organisations. Development and Learning in Organizations. 28(2).
Online
What is International Human Resource Management?. 2016. [Online].
Available through ;<https://www.tutebox.com/>. [Accessed on
19/04/2017]
International HRM?. 2017. [online]. Available through
;<//saylordotorg.github.io>. [Accessed on 19/04/2017]