The Human Resource Management

Added on -2020-02-24

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Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENTInternational Human Resource ManagementName of the Student:Name of the University:Author’s Note:
1INTERNATIONAL HUMAN RESOURCE MANAGEMENTExecutive SummaryInternational Human Resource Management defines the process of procuring, allocating andeffectively utilizing the human resources in Multinational Corporation. International humanresource managers integrate human resource policies and practices of the subsidiaries across thecountries for achieving same level of success for all those subsidiaries. Moreover, theinternational human resource managers should have high level of cultural sensitivity forunderstanding the employees at international level. This study has defined a manager of NationalRailway, who has been relocated from United Kingdom to Australia. The social and businessculture of these two countries highly differs from each other. In such situation, the working lifeof relocated manager is highly affected by the employment relation issues and human resourcemanagement issues, which is more likely to face in Australian branch. The manager is mostlyhabituated with the authoritative leading style followed in the United Kingdom branch. However,the flexible leading style is followed in the Australian branch of National Railway. In suchsituation, the manager will face huge issues in properly managing the employees. On the otherhand, the manager can also face issues in dealing with the trade union for properly handling theconflicts of the employees.
2INTERNATIONAL HUMAN RESOURCE MANAGEMENTTable of Contents1.0 Introduction................................................................................................................................32.0 Employment Relation and Human Resource Management Issue..............................................32.1 Compensation Issues.............................................................................................................32.2 Issues in Disciplinary Actions...............................................................................................42.3 Issues in Collective Consultation and Bargaining Power......................................................52.4 Power and Knowledge Issue..................................................................................................62.5 Communication with Employees and Cultural Diversity......................................................72.6 Conflict Management and Grievance Handling....................................................................82.7 Problems with Employees.....................................................................................................92.8 Worker Participation Issues.................................................................................................102.9 Issues in Performance Management....................................................................................102.10 Motivation Issue................................................................................................................113.0 Conclusion...............................................................................................................................12Reference List................................................................................................................................13
3INTERNATIONAL HUMAN RESOURCE MANAGEMENT1.0 IntroductionInternational Human Resource Management defines the set of activities towardsmanaging the organizational human resource at international level towards achievingorganizational objectives and competitive advantage at both national and international level(Dartey-Baah 2013). International human resource managers are more likely to face issues inemployment relation and human resource management due to the difference in the culture of theemployees at international level. Most of the managers fail in managing the employees atinternational level die to their cultural difference. This study will define a manager of NationalRailway, who has been relocated from the United Kingdom to Australia. The social culture andworking culture of United Kingdom and Australia is quite different from each other. Therefore,the relocated manager is likely to face several employment relation and human resourcemanagement issue in Australian branch of National Railway. Moreover, the study will discussseveral employment relation issue and human resource management issues, which will impactthe working life of the relocated manager. 2.0 Employment Relation and Human Resource Management Issue2.1 Compensation IssuesThe manager of National Railway can face issues in terms of compensation preparationfor the employees. Different countries have different types of employee compensation policy.According to Markoulli et al. (2017), the minimum wage for the employees of United Kingdomis £7.20 perhour. On the other hand, Sikora and Ferris (2014) opined that the minimum wage forthe employees of Australia is $18.29 per hour. The manager of National Railway, who has been

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