Human Resource Management Analysis

This assignment provides an in-depth analysis of human resource management in various contexts, including developing countries, international business, and employment relations. The document reviews several publications that cover these topics, including 'Human Resource Management in Developing Countries' by P.S. Budhwar and Y.A. Debrah, 'International Business' by S.T. Cavusgil et al., and 'Managing Human Resources' by A. Cowling and C. Mailer. The analysis aims to identify key concepts, strategies, and practices that are relevant to human resource management in these contexts.

Running head: International human resource management
International human resource management

International human resource management
Table of Contents
Introduction.................................................................................................................................................3
The profile of University of Melbourne and its mission and vision.............................................................3
The external environmental factors.............................................................................................................4
Jackson and Schuler model to analyze the external factors.........................................................................5
Different functions of human resource management...................................................................................7
Impact of each external factors on the HR functions of University of Melbourne.......................................9
Conclusion.................................................................................................................................................11
References.................................................................................................................................................13
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International human resource management
Introduction
The main aim of this task is to provide a brief outline about the business activities and
operations of university. University of Melbourne has been selected in the task which is
incorporated in Australia. The university is working for welfare of the students by providing
good education to them. Along with this, the paper explains the external factors which could
affect the performance and productivity of university. It explains the significance of human
resource management in the organization. Human resource management is important part of each
and every organization. Various strategies, policies and plans are made by human resource
management in the firm. In addition, the paper explains that how external factors affect the HR
practices and functions. Moreover, here is the discussion about the functions of HRM and
Jackson & Schuler model. Further detail of the task has been stated below.
The profile of University of Melbourne and its mission and vision
The University of Melbourne is a specific research university which is situated in
Melbourne, Australia. The university was founded in 1853 by Hugh Childers and the academic
staff of the university is approx 4,068. It is the second oldest university in the world.
Melbourne’s main campus is situated in Parkville with some others campuses located in Victoria
(Australian’s leading university, 2018).
Mission: The main mission of the Melbourne is to provide high and quick quality of services and
consultancy to all levels of the university a psychological processes, development issues and
mental health especially in relation to learning environment.
Vision: The main vision of the University of Melbourne is to contribute in the development and
evolution of the university. Furthermore, the university wants to provide enduring and
meaningful networks with academic and other services areas. Being purposeful, accountable and
passionate in the work is another significant vision of Melbourne. Apart from this, the core
values include respect, professionalism and creating community which help to provide good
education to students in the world (Potts, 2012).
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International human resource management
The external environmental factors
There are various factors presented in Jackson and Schuler’s (1995) HRM model which
influence the operations activities and operations of University of Melbourne. The organization
needs to focus on the external factors to overcome the competitors in the marketplace (Budhwar,
and Debrah, 2013). The external factors have been stated below.
Industrial relations and union: It is one of the biggest external factors which influence the
activities and operations of human resource management. Various companies are not able to
maintain good relations with workers therefore; it affects the productivity and efficiency of the
employees. Labor union also plays a significant role to attain long term goals and objectives of
the firm. Trade union is an organization who have come work together to accomplish the
common objectives of the company. If the employees do not make trade union, then they are
unable to work together within the organization. As a result, it will affect the growth and success
of the firm. Apart from this, managers and leaders should maintain reciprocal relationship with
employees to attain mission and vision of the firm (Rainnie, 2016).
Industry and market conditions: It is an important external factor which may influence image
and goodwill of the company adversely. The success and growth of the firm depends on the
market condition. There are various competitors exist in the marketplace which could influence
the growth of the firm. Market conditions also affect the choices, preferences and wants of the
customers. New and innovative technologies also affect the market and industry conditions. The
firm should identify and evaluate the market conditions, risks and challenges to gain competitive
advantages. They should analyze the plans, policies and strategies of the competitors. No
company can explore and flourish its business without knowing competition and market
conditions in the world (Hines, 2012).
Global labor markets: The global labor markets influence the flexibility on consumers as well
as businesses. These flexible markets can lead to lower unemployment and higher performance
of the firm. The organization should maintain a good relationship between employee and
employer rights to maintain favorable working environment. Sometimes, flexible labor markets
affect the outputs of the firm. In flexible labor market, temporary and part time workers may not
get enough training from the company because they only have short term contracts.
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International human resource management
National and regional culture: The socio-cultural elements also affect the operations and
activities of the firm adversely. The socio-cultural factors include custom, belief, values,
languages, and traditions. Different countries follow different culture and they speak their own
languages. Therefore, culture differences arise in the marketplace which may influence the
individual productivity and efficiency. The organization should provide cross cultural training to
the employees to understand and know culture and language of different countries (Cavusgil et
al, 2014).
Law, regulation, treaties: Different countries have their own rules, regulations and treaties
therefore, they are unable to understand the culture of one country. As a result, conflict arises
among the different countries. Before initiating business activities and operations in foreign
country, the firm should understand and analyze the rules, regulations and policies of foreign
country.
New and evolving technologies: Changes in technologies also influence the progress of the
company. Now a day’s innovative and new technologies are being used by many companies for
rapid production but they are not providing training to the workers for knowing benefits and
results of the technology. It may influence the working efficiency and effectiveness of the
employees. The organization should provide proper training and development coaching to the
employees to understand the advantages of the new technology (Christensen, 2013).
All these factors affect the financial position of the firm in the international market.
Effective policies and strategies shall be made by the company to manage and control the
external factors. The organization should analyze and measure the market risks and issues to stay
in the competitive market.
Jackson and Schuler model to analyze the external factors
Jackson and Schuler model is used by University of Melbourne to analyze and evaluate the
external factors in the competitive market. By using this model, the university can overcome the
rivalries in the market. HRM plays a critical role to evaluate the external factors of the market
(Budhwar and Debrah, 2013). The Jackson and Schuler model has been detailed below.
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6
Global environment
Labor conditions National conditions Multinational conditions
Organizational
environment
Leadership
 Vision
 Values
Strategy
 Corporate
Diversification
 Competitive
business strategy
Organizational structure
 Domestic
 Global
Organizational culture
Human resource management
activities
Formal policies & daily practices
 Ensuring fairness and
legal compliance
 Creating organizational
alignment
 HR planning for
strategic change
 Job analysis and
competency modeling
 Recruitment and
retention
 Selecting employees to
fit the job and
organization
 Training and
developing
 Using rewards to
enhance performance
Stakeholder
satisfaction
Owners and investors
 Financial returns
 Corporate
reputation
 Long term
survival
Customers
 Quality
 Speed,
responsiveness
 Low cost
 Innovation
Society
 Legal compliance
 Ethnical
practices
Other organizations
 Reliability,
trustworthiness
 Problem solving
Organization members
 Fairness, long
term
employment
The HR profession
Economic &
political
trends
Industry
dynami
cs
Evolving
technology
Labor
markets
National and
regional
culture
Law &
regulation
Collective
Bargaining

International human resource management
The above mentioned framework shows that how Jackson and Schuler model plays an
empirical role to measure and identify the external factors of the market. It will also help to stand
out against the competitors. University of Melbourne uses this model to make a good image in
the international market. Furthermore, it also encourages workers to execute tasks and duties
successfully and effectively.
Different functions of human resource management
There are enormous functions that are being executed and performed by the human
resource management of University of Melbourne. HRM is the practice of recruiting, hiring,
managing and deploying the employees of the firm. The functions of human resource
management have been detailed below.
Planning, resourcing and retention: Planning, resourcing and retention play a significant role
in each and every organization. Planning may be defined as a process that identifies and
evaluates the future and current human resources needs and requirements for the company to
attain goals and objectives of the firm. Human resource planning is an important part of the firm
as HRP serves a link between human resource management and the overall tactical plan of the
firm.
Apart from this, resourcing is also an important function of HRM. The main role of human
resource management is to obtain the employee services, build their skills and stipulate them to
attain high level of efficiency and productivity. Resourcing helps to ensure that employees are
maintaining their commitment accomplish the goals and objectives of University of Melbourne.
Moreover, resourcing is necessary to recruit and hire the potential candidates in the workplace.
In addition, recruitment and selection process is done with the help of resourcing in HRM
(Cowling and Mailer, 2013).
Additionally, retention also plays an empirical role in human resource management. Employee
retention is the ability of the firm to retain its employees within the organization. Employee
retention is significant because they create a favorable working environment in the organization.
It is also essential to increase and enhance company’s morale and give employees a sense of
pride what they do at the workplace. Employee retention provides several benefits to the
organization as well as employees. Recruitment costs are very expensive and it is time
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International human resource management
consuming process. In keeping and retaining staff, Melbourne can save their time and money.
Along with this, it also boosts and develops morale, loyalty and confidence of the workers at the
workplace. In this way, it is considered an effective and dynamic strategy of the human resource
management.
Recruitment and selection: Employment and selection is the primary function of the HRM.
Recruitment is the first step of selection. It may be defined as an overall process of short listing,
attracting, selecting and selecting appropriate candidates for jobs within an organization. On the
other hand, selection is the process of choosing the most appropriate applicant for the vacant
position in the firm. University of Melbourne uses unique recruitment and selection process to
select and retain potential, skills and experience staff. This process also helps to reduce high
labor turnover and absenteeism in the organization and will increase the overall efficiency and
effectiveness of the university (Rees and Smith, 2017).
Training and development: It is a part of academic services and a division of university
services. Training and development helps to address the weaknesses of the employees and
maximize their performance. People who receive essential training and development coaching
are more able to perform their tasks and duties in a hassle free manner. Also, it supports the
enhancement of teaching, learning and assessment capability by developing unique skills and
knowledge among the staff. No company can maximize their profits and revenue without
effective workforce therefore training and development is most significant function of human
resource management (Ford, 2014).
Remuneration and rewards: Remuneration and reward is vital function in the organization
which is provided by the firm to its employees in the form of salary, pay, allowances, wage, and
other benefits. Remuneration and reward system exists in the University of Melbourne in order
to inspire staff for providing good education to the students. This system also helps to provide
recognition to the workers at the workplace. Remuneration and reward is an effective tool used
by HRM in order to attain long term objectives and goals (Rees and Smith, 2017). The HRM of
University of Melbourne develops strategies and policies on salaries and other benefits to
workers for deriving commitment to the firm. Along with this, HRM also tries to provide other
economic benefits to the employees in the organization. If University of Melbourne wants to
provide unique services to students then it should provide proper remuneration and rewards to
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International human resource management
staff. It will also help to gain competitive advantages in the marketplace (Marchington et al,
2016).
Employee relations: An Employee relation is an important function of HRM which helps to
maintain co-ordination and cooperation among the employees within the organization. Good and
effective employee relations increases production and quality of work as it reduces employee
turnover in the organization. Maintaining reciprocal relations with employees provide enormous
benefits to the workers in the firm (Kim and Bae, 2017). It can help to reduce and eliminate
conflict among the staff. Apart from this, strong relations are significant not only individual staff
productivity but that of the firm as a whole. It helps to create good and dynamic working
environment and teamwork at the workplace. Through reciprocal relations, employees can share
their problems and issues with managers and they can do work successfully and effectively. All
these are the core functions of human resource management that are performed to increase
returns and revenue of the firm (Amah, Nwuche and Chukuigwe, 2013).
Impact of each external factors on the HR functions of University of Melbourne
The external factors may influence the policies, strategies and plans of the human
resource management. HRM plays an imperative role in University of Melbourne. A well
developed and unique strategy should be taken into consideration in order to reduce the impact
of external factors. The HRM practices have been changed continuously due to political,
economic, technological and legal factors influencing the trade management practices (Briscoe,
Tarique, and Schuler, 2012). Therefore, it is essential to analyze the impact of the external
elements on HRM functions and practices. The external factors are considered dynamic and they
are uncontrollable. The impact of external factors on HR practices and functions has been
discussed below.
Impact of industrial relations and union on HR functions: There is close relations between
labor union and HRM. The company cannot survive its business activities without effective and
unique labor union. Along with this, productivity is highly related to the potential and skilled
employees who perform tasks and duties in a hassle free manner (Lansbury and Bamber, 2013).
To appoint potential and talented candidate, HRM plays a vital role within the organization.
They are responsible to appoint capable and experienced applicant in the organization. HRM is a
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International human resource management
link between employee and employer and they maintain dynamic relationship among them.
HRM cannot perform their work effectively without dynamic labor union. Labor union helps to
maximize the productivity and revenue of the firm as it also improves efficiency of the workers
(Harrod and O'Brien, 2012).
Impact of Industry and market conditions on HR practices: The market condition may also
influence the functions and activities of HRM largely. If the market conditions are not
appropriate and favorable then it can affect the HR practices widely (Rani and Mishra, 2014).
There are various factors exist in the marketplace which could influence the functions of
University of Melbourne. Competitor is one of the biggest factors which may affect the success
of the university. Along with this GDP and per capital income decides the minimum wage rate
which is the part of benefits and compensation also influence the activities of HRM. HRM
should monitors on the market factors to beat the competitors in the world (Jackson, Schuler and
Jiang, 2014).
Impact of global labor markets on HR functions and practices: Labor markets affect the
human resource planning within the organization. Labor demand and supply is the part of the
HRP. The labor supply and demand depends on the level of labor education, experience,
knowledge and skills. HRM recruits employees on the basis of these characteristics. Along with
this, University of Melbourne hires applicants with high qualification (Vance and Paik, 2014). If
HRM is unable to hire potential and capable employees then it will affect the HRM functions and
practices. The growth of HRM largely depends upon the potential and competent employees.
Moreover, productivity growth rate in labor market will have direct impact on efficiency and
effectiveness of HRP. Additionally, HRM will facilitate the distribution of workers to generate
more and more vacancies. University of Melbourne monitors skills, qualification, experiences
and potential of the staff to provide higher education to the student (Armstrong and Taylor,
2014).
Impact of National and regional culture on HR functions: The socio-cultural elements are
very difficult to handle for HR professionals. People who come from different cultures and
regions are appointed in the university which creates the diversity and negligence of diversity
can become a big reason to damage the organization. Every organization has its own culture
therefore; employees need to adjust themselves in that culture. Furthermore, ethical behavior also
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International human resource management
influences the organization’s culture. HRM uses Hofstede model to manage the cross cultural
differences within the organization. If the HRM is unable to provide training and development
coaching to the workers for understanding the culture and langue of the firm then it might affect
the functions and growth of the company. Hence, University of Melbourne provides effective
training to the workers to maintain a favorable working environment in the organization
(McFarland and Wehbe-Alamah, 2014).
Impact of Law, regulation, treaties on HR practices: The government regulations, rules,
policies may also influences the human resource management. The legal factors affect every
process of the HR department including training, hiring, termination, compensation and much
more. The legal factors which affect the HRM functions are such as government policies,
national labor laws, economic policy and health and safety regulations. Along with this sexual
harassment prevention, equal employment, safety and health management, disability
accommodations are the modern HR related laws which are being practices globally. The legal
policies and frameworks decide the applications of different HRM practices through labor and
employment laws (Martin and Whiting, 2016).
Impact of new and evolving technologies on HR practices: Technological advancements are
also affecting the HR functions in the organization. Information technology also influences the
HRM practices positively. The human resource information technology helps to manage the
activities and operations more efficiently and effectively. Innovative technologies help to
conduct the business operations effectively (Spector et al, 2014).
Now it is assumed that all the external factors influences the HRM practices and functions
adversely and positively. University of Melbourne should monitor on these factors to stay in the
rivalry market. It will also help to maximize the profits with minimizing the cost of the firm
(Schaltegger and Wagner, 2017).
Conclusion
On the above mentioned study, it has been concluded that University of Melbourne is one
of the biggest universities in Australia. The university maintains a sustainable human resource
management to run the business operations successfully. The external factors also influence the
functions of HRM. Therefore, it is essential for HR professionals to get ready to cope with the
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International human resource management
changing requirements. HRM should take effective measures to eliminate these factors. Jackson
& Schuler model have explained in the paper to understand and evaluate external factors. Along
with this, HRM performs several functions to attain competitive benefits in the marketplace.
Recruitment, selection, compensation, rewards, remuneration, training and development are main
function human resource management.
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International human resource management
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