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International Human Resource Management | Assignment | HRM

   

Added on  2019-10-31

10 Pages2619 Words153 Views
RUNNING HEAD: REPORT ON RECRUITMENT IN AN ORGANIZATION1International Human Resource ManagementSubmitted by:

International HRM2ContentsIntroduction......................................................................................................................................3Situational Analysis.........................................................................................................................4Essential ingredients of internal Dispute management system........................................................4Effective integrated conflict management system.......................................................................4Process to implement the conflict management plan......................................................................5Benefits and compensations.........................................................................................................5Training and development...........................................................................................................5Technological advances...............................................................................................................6Workplace Diversity....................................................................................................................7Conclusion.......................................................................................................................................8References........................................................................................................................................8

International HRM3Introduction People around the world are getting closer due to Globalization. This is affecting theorganizations on a large scale. This phenomenon does alter the available business opportunitiesoverseas. The growth in developing countries is an important aspect in terms of businessexpansion. Operating a business across geographical and cultural boundary is often difficult forthe business organization (Harzing and Pinnington, 2010). With the widespread use oftechnology and an ability to communicate, and a wide market, International Human ResourceManagement has become a gigantic issue. As a business expand into a foreign market or hireemployees from a different cultural background, they face issues relating to the employee lawand tax liabilities. Compliance with the international law is a tough task for a HR manager dueto increasing complexities. In this situation, it is recommended to keep knowledge of the legalrequirement and business operation to mitigate the complexities. The report is based on theNumber 2 Faction” that supports a tailored organizational culture (i.e. there is no particular“size” that fits idea). HRM staff has to manage the activities while expanding the business.Indian and Australian wok culture is completely different. While setting the business goals, it isimportant to set the different HRM policies in order to organize the activitiesappropriately(Armstrong and Taylor, 2014). It is tough for the company to imbibe the workingculture of some different country. Instead, they must try to focus efforts on managing thebusiness function through the local culture. This will help the employees in understanding thework culture in a proper way. This will reduce the training cost, hence increasing the overallproductivity (Berman, et al 2012). Australia is a pioneer of Western Culture. They foster anopen environment as compared to the other Asian countries. India has a conservative work

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