International Human Resource Management: Apple and Samsung

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management: Apple and Samsung
Name of the Student
Name of the University
Author’s Note:

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INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Part A: Theories and Models on International HR Practices...........................................2
2.2 Part B: Analyses of the International HR Practice of Apple and Samsung.....................5
2.3 Managerial Implications for Apple Inc. with Poor International HR Practice................6
3. Conclusion..............................................................................................................................7
References..................................................................................................................................8
Appendices.................................................................................................................................9
Appendix A............................................................................................................................9
Appendix B............................................................................................................................9

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1. Introduction
International human resource management can be referred to as a set of few actions
that aim HRM at the specific international state (Noe et al. 2017). This type of management
eventually strives in fulfilling each and every type of organizational objective as well as
attaining competitive advantages over the various competitors at international or national
levels. The various functionalities of this HRM include recruitment, better selection,
performance appraisals and training and development both at international level and even
extra exercises like management of global skills and even management of expatriates (Cascio
2015). The following report outlines a brief discussion on IHRM for two popular and
significant organizations, Apple and Samsung. Few distinctive theories and models for IHRM
will be described in the report with proper analysis of the distinctive practices of the two
above mentioned companies. Moreover, the managerial implications for the company with
poor IHRM practices would also be demonstrated here with details.
2. Discussion
2.1 Part A: Theories and Models on International HR Practices
i) Theories and Models: The expatriates are those individuals, who live outside their
native countries. The organizational members, doing business in a globalized work place are
also termed as expatriate individuals. It eventually refers to the skilled workers and
professionals, who are either sent abroad by their employers like universities, governments or
even organizations (Brewster et al. 2016). The right of expatriation determines about the
respective indispensable rights for each and every individual. The entire procedure of
globalization can be referred to be as the proper integration of markets that have incremented
foreign direct investments by multinational companies as well as cross-border integrations of
various services and production. The specific proliferation of interests within both

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comparative HRM and international HRM strategies directly from the theory of strategic
management as well as globalization (Bratton and Gold 2017). It is required to involve
international human resource management in this process of including expatriates in the
business.
The various theories and models eventually help in describing the importance of
expatriate in the most effective method. The most significant theories of IHRM include
strategic contingency theory, agency theory, SDT and theory X and theory Y. According to
strategic contingency theory, it mainly emphasizes on the tasks, which require to be done for
problems to be resolved, hence focusing on the personality of expatriate. Since, an expatriate
has to align with the various strategies of that particular organization and then provide better
performances (Jackson, Schuler and Jiang 2014). The cultural sensitivity helps in developing
the most positive emotion towards appreciation and understanding cultural differences and
promoting effective behaviours for intercultural communications.
Agency theory, on the other hand, provides a description on managers being agents
and expatriates as principals. This theory argues about the fact that the respective value of a
firm could not be maximized, when correct incentives or proper monitoring is not effective
for restraining managers for maximization of advantages. The expatriates have to consider
various factors to ensure that organization is getting competitive advantages globally.
Self-determination theory or SDT is one of the popular theory of motivation that
states about human personality, which concerns about inherent growth tendencies of the
expatriates as well as innate psychological requirements. These expatriates would have to
gain motivation for working abroad without any type of external interference or influence.
This is concerned about the motivation that expatriates get to remain self determined, which
is extremely vital for the organization.