International HRM: Importance, Practices, and Key Issues

INTERNATIONAL HRM

Table of content
 Introduction
 Importance of IHRM
 IHRM Practices
 Critical Analysis
 Key issues of IHRM in a global level
 Conclusion

INTRODUCTION
 HRM is referred to the strategic approach which is used to manage people in
organization that helps business to achieve competitive advantage.
 It is specifically planned to enhance employees performance to gain organization's
strategic objectives (Haak-Saheem, Festing, and Darwish, 2017).
 On the other hand international HRM refers as the set of activities for targeting human
resource management at the global level.
 It supports organization to meet their objectives as well creates competitive advantage
over competitors at national and international level.
 To understand IHRM role in international level there is an example of Apple Inc.
company.

Importance of IHRM
 According to Wilton, (2016) international HRM deals with both type management
such as personal management, strategic management and development of key staff
along with diverse cultures, religions and ethical values.
 Ihrm covers large number of fields from internal and external factors i.e. such as
diverse cultures in the local and international level (Horak, 2017).
 International HRM is quite different from normal HRM because they involve with
employees of diverse nationalities and cultural environment.
 Internal human resource management is the set of activities which has aimed to
manage human resource and global level for achieving employers objectives.

Cont.
 IHRM plays essential role within organization such as restructuring their organization
structure, technological changes, recruiting international employees etc.
 There are three major activities i.e. procurement, allocation and utilization.
International HRM perform various functions such as designing, organizing,
implementing, controlling and coordinating within organization.
 Ihrm functions are similar as HRM but major difference IHRM perform their function
at global level while HRM perform their functions based on organization.
 The main objective of ihrm is to generate awareness of cross culture sensitivities
among managers at international level and recruits key staff around geographical
boundaries.

Cont.
 On the basis of other perspectives Moore, and Jennings, (2017) has illustrated in their
published article is that most of the organization adapts IHRM approach because they
support to rise MNCs franchise in multiple countries.
 The main different between HRM and IHRM is that it provides training to employees
through cross cultural communication workshops and seminars to reducing barriers and
enhance team working across the cultures.
 As illustrated by Boella, and Goss-Turner, (2019) various multinational companies
emerges IHRM practices within business to achieve competitive advantage from global
market.