International HRM

Running head: INTERNATIONAL HRM
International HRM
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INTERNATIONAL HRM1
Introduction:
International Human Resource is defined as the set of activities that the HR
department of a company takes care of by targeting their management strategies to an
international or global level (Stone and Deadrick 2015). The main aim of these strategies is to
be able to meet the various organizational objectives set by the company’s executives, along
with attempting to achieve competitive advantage over the other competitors present in the
community, either locally or on an international level. The functions of the IHRM department
does not vary so much from the usual HRM functions because it includes activities such as
recruitment, selection, training and the development of the employees in the organization
(Shen et al., 2015). However, including these there are other additional activities which apply
to the international scale such as the management of the global skills of all the employees
along with the technical management of the status of many expatriates working with the
company as well.
Companies are increasingly getting reeled into the concept of globalisation and the
appeal of expanding into foreign lands is not lost on the management. With globalisation
becoming such a commonly heard term, it is now becoming a threshold which companies
need to get past if they want to gain success in whichever market they are residing in (Garcia-
Lillo, Ubeda-Garcia and Marco-Lajara 2017). One of the other reasons why companies are
being somewhat forced into becoming global is because the technological advancements in
the society are making it easier for companies to do so, so taking a step as big as this does not
seem to be daunting on the executives and highly achievable.

INTERNATIONAL HRM2
Discussion:
Recruitment Strategies:
Only having the company expand into another foreign country means that the company’s
HR department will also have to think of ways to incorporate a diverse workplace in these
areas. This would require the IHRM to look into formulating strategies which will bring in
international talent to the company (Guest 2017). When hiring expats, it is important to keep
in mind that their visa process will also need to be handled by the company as the individual
alone cannot complete all the technical requirements. Each country has their own specific
immigration laws which will determine what sort of documents are required for an
international worker to be able to legally work in another country, with the permission of the
respective governments to do so. Due to this, it will be a good and effective initiate by the
executives working in the IHRM department to get help from legal experts in order to
navigate through the challenges.
It is also important for the HR executives to ensure that they have attractive relocation
packages because the employees will need some motivation to uproot their life and family
from one country and move to another one, where they might not know anyone around
(Cascio and Boudreau 2016). These relocation packages act as an incentive for the employees
to maintain their employed status with the company for a longer period of time, reducing the
stress on the IHRM department. The executives working with in the IHRM department
should also not ignore the help that they can get from their existing internal employees. This
is because these employees may have connections that go beyond the workplace and can
spread the word that the company is ready to hire international employees.
One of the primary benefits from asking the current employees for any possible leads for
new recruits is that they will be the one who will be in the best position to judge whether an