International Human Resource Management

Running head: INTERNATIONAL HRM
INTERNATIONAL HRM
Name of Student
Name of the University
Author Note

INTERNATIONAL HRM1
Executive Summary
International human resource management refers to the activities that are undertaken by global
business for the purpose of managing its human resources at an international level. International
human resource management is important for the purpose of achieving an organizations
objectives and gaols. With the help of international human resource management, organizations
will be able to properly manage the human resources and therefore will be able to carry out its
operations smoothly and effectively in international countries. The company selected for the
purpose of this study is absa bank Mauritius that is based in Africa. The main aim of the paper
was to discuss about the HRM practices that are presently being used by absa bank and make
recommendations for changing the perspectives and the practices that are required for properly
managing the human resources of the company in an international set up. The paper also
discussed about the way the change will affect the international nature of the organization. The
paper will therefore discussed about the present HRM practices, the leadership style that is being
used by the company presently, the challenges that will be faced by the company in the
international market scenario, the strategies that will be sued by the company to attract and
recruit talented employees, the integration of cultural differences and also included the best
IHRM practices.

INTERNATIONAL HRM2
Table of Contents
Introduction..........................................................................................................................3
Application of theory into practice......................................................................................4
Review of the existing HRM practices............................................................................4
Critical review of the existing HRM practices............................................................4
....................................................................................................................................6
Review of leadership theories..........................................................................................7
Critical review of any two theories..............................................................................7
Assessment of the suitability of any one of the theories in the organizations
international plans....................................................................................................................8
The behaviors dimensions required in the management of the human resources...........9
The key challenges that will be faced in the international environment.....................9
Strategies for attracting and recruiting talented employees.......................................10
Integrating the cultural differences............................................................................10
The critical review of various influence of behavior in the organization..................11
Analysis of the best IHRM practices.............................................................................12
Comparison with other organizations of the same industry......................................12
Conclusion and recommendations.....................................................................................13
References..........................................................................................................................16
References..........................................................................................................................16

INTERNATIONAL HRM3
Introduction
International human resource management refers to the recruitment, management and
utilization of the human resources for an international business that can help the organization in
achieving its objectives. Therefore the international human resource management includes- three
main dimensions that are the employees, the operations of the countries and also the HR
activities. Global staffing refers to the critical issues that are being faced by the multinational
corporations in relation to the employment at host, home and the third countries for filling the
vacancies in the headquarters and for other subsidiaries (Bailey et al. 2018). There are different
recruitment methods that are used by the global businesses. Some of these include- traditional
methods, newer method such as the psychometric tests and other unconventional methods.
Moreover the employees may have to face a number of issues in a global business such as
language barriers, cultural barriers and others ((Banfield, Kay and Royles 2018). The company
selected for the purpose of this study is Absa bank Mauritius. The Absa bank Mauritius is a part
of the Absa group that is based in Africa and is engaged in providing financial services and the
main aim of the company is to become the Country’s pride. It is listed in the stock exchange of
Johannesburg in South Africa (Boon et al. 2018). It is also one of the largest banking and
financial service groups that is present across 12 countries and has approximately 42000
employees. The company believes in providing solution to the local problems whole also adding
value. Therefore the company provides for wealth management, investment and corporate and
retail business products and services to meet the needs of it customers. Moreover it also aims at
creating a positive impact on different countries it is presently operating in. The main purpose of
the company is to bring the possibilities of the customers into reality. Therefore the company