Challenges in International Human Resource Management

This essay discusses the challenges faced by HR managers in international settings and provides insights on how to overcome them. Topics include cultural diversity, policy differences, and work-life balance.

INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

Introduction
Human Resource Management (HRM) is a broad topic and involves various elements
that support to select, recruit and train as well as managing the performance of staff within an
organization. In the current scenario, the HR manager has to be knowledgeable about the
international policies and approaches as a multinational organization relocate the manager at
different countries to manage the business operation in their branches. The current essay will
provide the information related to employee relations issues that will impact on the working
life of manager located in Paris, France from Sydney Australia. The consideration of these
issues will help the manager to make changes in management approach and overcome the
impact of issues on capabilities.
Discussion
International Human Resource Management (IHRM) is the process of allocating and
utilizing the human resources in a multinational organization focusing on the cultural,
political, environmental and legal aspects of the particular location. However, the
multinational organizations develop and implement the policies with the flexibility that
allows the managers and staff members to overcome the differences at overseas locations
(Prause & Mujtaba, 2015). As per the given scenario, the HR manager was relocated from
Sydney, Australia to Paris, France. The changes in location will have some impact on work
life as the issues like lack of knowledge related to demographic and diversity, approach of
training and development of staff members, lack of understanding of policies and values as
well as approach of team members to manage the operation could influence the employment
relations at the initial stage (Brewster, Vernon, Sparrow, & Houldsworth, 2016). Moreover,
these issues will directly impact the productivity, planning and implementation of strategies
for the HR manager at a new location.
The cultural diversity is one of the most affecting elements for the HR manager to
manage the team members at a new location. For example, the people of France like to do
long working as many foreign workers have a complaint about the long working hours in the
country. The working in France start later and finish later which might affect the work-life
balance of the new manager. The France workers spend more time in meeting for discussion
over the points which consume a lot of time working and delayed the other planned
operations. This could be a major issue for the HR manager as well as have a significant
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impact on the working approach (Collings, Wood, & Szamosi, 2018). In addition to this, the
working culture of France involves kissing everyone at the workplace which would be a
critical aspect for the manager to accept while working in Paris. The France workers do not
hesitate to make arguments at the workplace with anyone as they consider it as healthy
discussion for managing the issues at the workplace as well as making emphasis on the
different alternative that could be beneficial for department and company. The France
workers like to make the debate on the issues which could affect the development of
employee relation for the new HR manager. The HR manager is not familiar with these kinds
of situations and culture of the French corporate which will increase the pressure in working
as well as planning of the new strategies that engage all members (Stone, & Deadrick, 2015).
The diversity in terms of values and perceptions of managing business operations also
influence the HR manager working process at Paris as the French coworkers do not open up
with the new coworkers more quickly. This kind of situation will make things more difficult
for a manager to understand the behaviour and expectations of the new team members which
is essential for the planning the role and responsibilities as per the capabilities of an
individual or group. The lack of friendly behaviour and openness in sharing the information
will create barriers for the HR manager to apply the new policies with the acceptance of the
staff members (Deery, & Jago, 2015). Apart from that, France workers are less professional
in the workplace as they like to do work according to their comfort level. The lack of
professionalism will also create issues for the HR manager to develop a healthy and positive
working relationship with the team members. For example, lack of professional working will
delay the delivery of products and services as well as makes a bad impression on the other
employee which will create an unstable working environment. Now, newly appointed HR
manager has to focus on these points for maintaining the work-life balance according to the
culture and diversity of the France corporate (Wrench, 2016).
The compliance with policies and procedure will an issue for HR manager while
managing the team at Paris. The policy differences involve vacation policy and adoption
policy. According to these policies, the French workers are allowed to take five weeks of off
annually and the new manager needs to keep this into account. This kind of policy will affect
planning of HR manager related to assigning role and resources to the team members and
offering of training to other members to manage the work of coworker while he/she on leave.
Moreover, the adoption policy has implemented by the French government as a couple and
single workers can adopt the child and take the leave of 6 months (Tung, 2016). This might
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also affect the planning of HR activities for the new HR manager (Wrench, 2016). These
policies will increase the level of stress related to maintaining the performance of an
organization or particular department as too many workers are on leaves. The improvement in
work pressure and lack of knowledge of policies will influence the work life of a manager in
a negative manner which will affect the planning and decisions making the ability of the
manager.
Additionally, the workers of Paris are a heavy smoker and like to have coffee at the
workplace. This kind of behaviour differences will affect the approach of a new HR manager
like how to handle such a situation at the workplace (Albrecht et al., 2015). The working
environment, culture and approach of employees in Australia are totally different from
France that will create issues for the HR manager to develop and maintain the employment
relationship with the staff members at Paris. This will directly impact on working approach
and process of handling HR operations at a new workplace. Apart from that, these issues will
also affect the mental and physical capabilities of manager as longer working hours, long
meeting and disrespectful behaviour of the employee at Pairs is a general thing (Jamali, El
Dirani, & Harwood, 2015). Now, it is essential for the HR manager to understand the policies
and diversity between France and Australian working culture before joining the new branch
of the company. In addition to this, a good understanding of culture and difference in HR
practices will also support to overcome the impact on the working life and maintain the
positive attitude and maintain a relationship with the staff members (Asrar-ul-Haq, & Anwar,
2016).
Conclusion
From the study, it has carried out that International Human Resource management
involves different policies and approaches according to the culture and approach of the
people from a particular region. The essay has identified and discussed the challenges such as
kissing, long working hours, open arguments and leave policies in France that might affect
the work-life balance of newly appointed HR manager from Sydney Australia. The
consideration of these points will help the manager to plan the approach and overcome the
impact on the productivity and maintaining the relationship with the new team members at
Paris.
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