International Human Resource Management

This study discusses various concerns in international human resource management, including choosing a plant manager, organizational structure, cultural contexts, international compensation, and training and development.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management
(Horizon Education, Inc)
Name of the student:
Name of the university:
Author Note

1INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Executive summary
The Horizon Education Inc. seen as the popular suppler of different educational materials. They are
found to be focusing on analyzing different tools and systems. Besides, different software, hardware,
books and videos can be used in the sectors of instructional developments, business applications and
technology educations. In this study, various concerns are discussed. The first one includes, the
choosing of the plant manager and the cause behind that. Next, the organizational structure for
different overseas tasks are to be demonstrated. After that, the report evaluates the international
training, cultural contexts and sectors of developments and careers are also determined in the study.

2INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Table of Contents
1. Introduction:......................................................................................................................................3
2. Discussion on concern 1: Choosing the plant manager:....................................................................3
3. Discussion on concern 2: Choosing the organizational context:.......................................................4
4. Understanding concern 3: The cultural context:................................................................................5
5. Analyzing concern 4: The International Compensation Context:.....................................................6
6. Evaluating concern 5: The International Training, Development and Careers Context:..................7
7. Conclusion:........................................................................................................................................8
8. References:........................................................................................................................................9

3INTERNATIONAL HUMAN RESOURCE MANAGEMENT
1. Introduction:
The Horizon Education Inc. is considered as an important supplier of various educational
materials. The business has been concentrating on learning various systems and tools. This is for
using business classrooms, science and technologies. Apart from this, it has been providing and
developing various hardware, software, videos and books that can be utilized in the areas of
technology education, business applications and instructional developments.
The following report seeks to answer whom to be opted as plant manager for Horizon
Education and the reason behind it. Then the organizational structure for various overseas activities
are discussed. Further, the study demonstrates the cultural contexts, international training,
compensation contexts and the areas of the careers and developments.
2. Discussion on concern 1: Choosing the plant manager:
For the post of plant manager, Carina Johansson, the Australian women must be selected.
Sakari Mattila, the Japanese man was not worked elsewhere except Japan. Hence, his vision can
never be wider. Further, he has been found to be against the trade. He was not kind enough for
Horizon’s business plans (Noe et al. 2017). On the other hand, Fredrick Rogers, never intends to
work abroad for prolonged time. This indicates he cannot bring benefit for Horizon for a longer
period of time. His intention is just to gather experience. Nevertheless, Johansson do not know
Japanese. Since she is career oriented and ready to face new challenges, she can easily learn the new
language and analyze the concerns. Moreover, she herself his highly motivated and thus can help to
motivate the employees of Horizon (Cascio 2015). Besides, she understands the Asian market very
well. Above all, she is single and is not planning to get married or possess children, hence she does

4INTERNATIONAL HUMAN RESOURCE MANAGEMENT
not have any force to go against her career scopes. Further, as she is found to be highly enthusiastic,
hence she can handle respected position at Horizon Education.
3. Discussion on concern 2: Choosing the organizational context:
For the overseas operations Horizon Education Inc. must adopt the international division
structure. As its foreign operations grow, their business has been realizing the opportunities of
overseas growth. Here, the independent international division is generated handling the international
operations of the company (Brewster et al. 2016). Apart from this, the head of international division,
of Horizon Education must monitor and coordinate the foreign affairs.
The in-charge of subsidiaries reports to the head of the international division. Some parallel
but less formal reporting also takes place directly to various functional heads at the corporate
headquarters.
Figure 1: “International division structure”
(Source: Ayentimi, Burgess and Brown 2018, pp.216-237)

5INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Further, the HR department must implement and coordinate various training, development,
expatriate management and implement staffing at various types of corporate levels for different
international assignments. Apart from this, it has been also interacting with the HR divisions of
various individual subsidiaries (Analoui 2017). Then, the international assures the attention of the
top management. This is for developing the unified and holistic approach regarding various
international activities. Here, the structure has been facilitating the cross-geographic and cross-
product coordinating. Thus, it decreases the duplication of resources. Though the international
structure has been providing has been delivering higher autonomy regarding division mankind, the
structure has been used at the initial stages of internationalization. It has been possessing relatively
lesser ratio for the foreign domestic sales. It has restricted foreign product with wider geographical
diversity (Brewster, Chung and Sparrow 2016).
4. Understanding concern 3: The cultural context:
It has been vital to consider the cultural contexts at various important sectors of overseas
projects. Here, various bipolar approaches can be considered for Horizon Education. The first one is
distance versus power. This includes the narrow to the wide as it concerns to various eternal
phenomenon of various inequalities taking place between various human beings. Here, the larger
distance versus the power can be shown by the fact that as the distance is larger, the desirable it
becomes to exist. Here, the reverse views are the inequalities that much be avoided as much as
possible (Deresky 2017). Moreover, the collectivism and individualism indicates to different
interpersonal relations under any society. Avoiding of uncertainty has been denoting the anxiety has
been happening for any unknown future. Further, Horizon must understand that the fear is the
property of the greater degree of controlling of uncertainty.

6INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Further, in the nations where the avoidance of uncertainty is lesser, individuals provide the
impress of getting quiet and calm. Further, most of the nation having greater degree of control on
uncertainty has been present as the greater distance versus the power (Stone et al. 2015). Then, there
is short term orientation versus long term orientation. This is concerned with the position that any
person can adopt in due time. Apart from this, long-term orientation has been putting emphasis on
frugality and perseverance. This is at the reverse pole with stability and prospect.
5. Analyzing concern 4: The International Compensation Context:
Developing and designing of smart compensation package for the HR professionals are
needed for Horizon Education. This is regarding the international assignments that needs taxation
knowledge, laws of employment and fluctuation of foreign currency. Apart from this, the socio-
economic situations are to be considered to develop the package of compensation. As Horizon
develops the policies of international policies, it can try to fulfill some of the wider objectives. The
policy of compensation is intended to be in line the structure, necessities of business and the entire
strategy of the Horizon. It is expected to be retaining and attracting the best talents and develop the
satisfaction of employees. Moreover, it is expected t clear as fat as knowing the employee is
concerned along with convenient to the administrators.
The various packages must involve the Foreign Service inducement premium. It is the
element of the overall package of compensation provided to the employees. This is to encourage to
consider the foreign assignments. It must be taking place with the goal for compensating the
probable hardships that are witnessed as in the overseas. At this context, the defining of harsh, the
criteria for edibility for premium and the timing and amount of the payments are be considered
carefully. This kinds of payments are done as percentage of salary and relying in the content and
tenure of their assignment. Apart from this, there are also various differentials that can also to be

7INTERNATIONAL HUMAN RESOURCE MANAGEMENT
considered here. At last, the ultimate element of the compensation of the expatriate has been relating
to the taxes.
6. Evaluating concern 5: The International Training, Development and Careers
Context:
Prior the training Horizon Education must evaluate various issues that are pre and on
assignment. This includes the role of training for supporting the on-assignment performances and
expatriate adjustment. Then, the element of various programs of re-departure like language skills,
preliminary visits and cultural areas are to be included. Further, there are needs of training for
trainers and relocation of the assistances (Berman et al. 2019). Further, there should be efficiency of
the pre-departure training, developmental aspect of different international assignments. Developing
and training of international management teams. Lastly, there must be trends in international
development and training.

8INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Figure 2: “International training & development”
(Source: Jiang and Messersmith 2018, pp. 6-33)
After the training and development, Horizon must evaluate various issues of re-entries.
Firstly, there must be the process of repatriation and re-entry. Then there are job related problems,
social factors affecting the work-adjustment and re-entry. Next, there must be ROI and knowledge
transfer and designing the repatriation issues and wider international career concerns. In the present
2 to 12 months jobs a 1 to 4 week training must be undertaken. This must emphasize on the affective
approach. This should be involving, role playing, critical incidents, case studies, Japanese language
training, stress reduction training and moderate language training.
7. Conclusion:
It is understood from the above study that Horizon must be asking couple of queries. The
first one is who have the power for deciding. Here, the strong way for reacting to the questions has
been differing highly from one business to another, one region to another. This has been equally
differing the success of Horizon’s business. This also refers to the financial growth that is registered
by other nations. Further, it is suggested that Horizon should be choosing one of the following
approaches for controlling the international taxation. The first one is tax equalization. Here, Horizon
must be withhold with the same quantity of the tax obligation of the home nation of the expatriate.
Further, they should be paying all the taxes to the host nation. Next, there is tax protection. Here, the
employee has been paying up the quantity of the taxes and paying n the remuneration of the native
nation. At this case, the staffs should be entitled to the windfall gained as the overall taxes are less in
the external country than the home.

9INTERNATIONAL HUMAN RESOURCE MANAGEMENT
8. References:
Analoui, F., 2017. The changing patterns of human resource management. Routledge.
Ayentimi, D.T., Burgess, J. and Brown, K., 2018. A conceptual framework for international human
resource management research in developing economies. Asia Pacific Journal of Human Resources,
56(2), pp.216-237.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource management
in public service: Paradoxes, processes, and problems. CQ Press.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: Strategic and
international perspectives. Sage.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: a meta-review of strategic human
resource management. The International Journal of Human Resource Management, 29(1), pp.6-33.

10INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology
on the future of human resource management. Human Resource Management Review, 25(2), pp.216-
231.