International Human Resource Management

International Human
Resource
Management
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Table Of Contents
INTRODUCTION.......................................................................................3
Axiata Group Berhad.....................................................................................3
CONCLUSION............................................................................................9
REFERENCES...........................................................................................10
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INTRODUCTION
IHRM refers to the expression which is used by companies that manages their HR
pursuit at an global level. IHRM includes representative HR functions such as hiring, choice,
production administration, teaching and development and payment. These are analysed at an
worldwide level. International human resource management also encompasses additional
activities such as emigrant administration, multiple industrial relation activities, global
succession planning and so on. In this report, the analysis has been done on the approaches
taken by the selected MNC for the purpose of managing the international training and
development. Also the analysis has been done on the challenges faced by the MNC company.
(Khalfan, and et.al., 2016). The research has been done on the methods suggested for the
purpose of shortcomings of international training and development. The chosen organisation
is Axiata Group Berhad. It is the company which is also known as Axiata. The company also
known as the TM International Berhad is a Malaysian multinational telecommunications
mixture with wide operations in Asia. It provides the prepaid and post paid mobile services,
television broadcasting and cable television services. Their main focus is on the emerging
new markets in ASEAN and South Asia.
Axiata Group Berhad
The company is largest wireless carriers in the country. On the global level, supplying of
telecommunication and the investment holding and consultancy services are the main work. It
was first incorporated on 12 June 1992. In 2008, Bursa Malaysia Securities Berhad is the
main board on which the company got listed. (Ferdous, and et.al., 2015). Their tagline is
Advancing Asia which shows that in which direction the company is aiming on growth
within asia. The company has interests in mobile operators in Malaysia, Nepal, and
Cambodia. It has important post in India and Singapore. The company had one hundred fifty
million subscribers all over in the asia. The company has also employed around 12000 people
in the eleven countries. The company has its chief challenger across the Indonesian Market.
Celcom in Malaysia “XL” in Indonesia, Dialog in Sri Lanka, “Robi” in Bangladesh these are
considered under the brand name, the organisation’s mobile branch and links operated under
this brand name. The founder of the company is the CEO named as Jamaludin Ibrahim. He is
the former IBM engineer who joined Axiata in 2008. The chairman of Axiata is named as the
Datuk Azzat Kamaludin.
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In the general terms, it is important that each company has to make a plan for managing its
training and development. They can use different kinds of approaches through which
successful training and development can be done. It has been described in the following
manner:
 Ethnocentric Approach : Under this kind of approach it becomes effective in the case
of filling the senior management positions when the organisation feel that there is lack
of intelligent individuals in the host country. It is important that to see this approach
in an effective manner to maintain a unified corporate culture. Its knowledge has to
be transferred to the foreign operation it is the requirement of the firm.
 Polycentric approach: Under this kind of approach, within their own country the aim
is on recruiting the host country people to manage the subsidiaries. This kind of
approach has some advantages in terms of that the firm has to suffer less likely from
the cultural myopia. (Bozsik, and et.al., 2020). It also less expensive in terms of
implementation purpose.
 Geocentric Approach: Under this kind of approach, the best type of people has been
used under this category. It doesn’t matter that they are from which countries, what is
their geographical background. In this way, an international professional has been
developed. With unifying culture and informal management network this approach
becomes consistent in the manner. This kind of approach has some of their
advantages. It includes that it enables the firm to make the use of best kind of human
resources. In the different number of cultures the professional feels like that they are
working in their home country.
 Regiocentric Approach: Under this kind of approach, the company has divided its
operations into different geographic regions and also moves their staff within a
particular region.
In the general terms, at the international human resource management they have to make a
proper planning and strategy for the purpose of execution in the realistic manner. The
company needs to analyse that what is the current requirement of the market and with the
changing period of time it is important to consider also the technological advancement. They
have to train their employees in such a manner that they can confidently work at the
international level. (Qureshi, M. A., 2015). They have to plan a roadmap for their employees
according to their qualities and appoint them in the particular department and also they need
to be shifted for other departments for their personal and professional growth. In this way,
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