International Human Resource Management | Assignment

Added on -2020-02-12

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INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Table of Contents1. Introduction:................................................................................................................................22. Human Resource Management:...................................................................................................23. International HRM:......................................................................................................................24. HRM policies:..............................................................................................................................35. Critical evaluation of the multinational companies:....................................................................56. Conclusions:................................................................................................................................67. Recommendations:......................................................................................................................6Reference list:..................................................................................................................................81 | Page
1. Introduction:The paper delivers the human resource policies and its impact on the company performance andgrowth prospect. The study more focuses on the HRM policies and practices in the cross borderregion to identify the most potential HRM policies and practices based on the nature of thebusiness and the preferences of the target region. In this context, Gomes et al. (2015) stated thatimplementation of potential and suitable HRM policy ensures the desired level of workforceperformance and delivery of the expected outcomes through consistency and efficiency. Keypurpose of developing the study is to recommends the international companies on selection andimplementation of relevant HRM policies across the companies in different region to produce thebusiness oriented outcomes. The study furthermore, has incorporated some examples of globalindustries to spot most suitable and relevant international HRM policy to apply the samethroughout the business in global platform. 2. Human Resource Management:Human resource management is the section of a business that operates on the staff managementstrategies and leading the organisational workforce towards business objectives and complianceof the organisational policies. Therefore, human resource management coordinates the skills andknowledge of the employees to incorporate the same in the operation for producing expectedoutcomes (Gomes et al. 2015). However, Chung et al. (2014) opposed that human resourcemanagement entails influencing workforce for technical and operational involvement integratingthe policies and practices with key goals. Thus, quality output and expected business productionalso depends on the voluntary involvement and willingness of taking responsibilities rather thanbeing driven through instructions. The human resource management incorporates motivation,rewards, instruction follow, communication, performance evaluation and interest of employees. 3. International HRM:The international HRM is little different from the HRM as mentioned above in terms of HRMstandardisation and policy implementation. In the opinion of Caligiuri (2014), internationalhuman resource management insists the company to procure, motivate and utilise the skills and2 | Page

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