International Human Resource Management

This assignment delves into the complexities of International Human Resource Management (IHRM). It examines the unique challenges faced by practitioners, including cultural differences, legal compliance, and talent management in diverse environments. The analysis draws upon scholarly articles and research to provide insights into effective strategies for addressing these issues. The aim is to understand how organizations can successfully navigate the intricacies of IHRM to achieve global success.

IHRM

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................4
1 Comparing employee friendly google office at China, Brazil, Switzerland............................4
2 Review the work culture at Zappos and implement similar initiatives at your organization. . .6
TASK 2............................................................................................................................................7
Pre departure programmes for a British family moving to UAE.................................................7
TASK 3............................................................................................................................................8
1 Different approaches of Mazda and Chrysler in light of International HR strategies..............8
2 The cultural differences prevalent in America and Japan........................................................9
TASK 4..........................................................................................................................................10
Benefits of HR initiative with respect to the major functions of HRM.....................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
The Human Resource Development can be simply referred as the set of activities that are
performed in an organisation that has a goal to manage and direct human resources activities
so that aims and objectives of corporation can be achieved (Collings, D., and et.al., 2014). The
international HRM can be simply defined as collection of organisational tasks that is used to
manage human resources in an enterprise at international level. It includes the functions like
recruitment, training and development that are performed at international levels. The present
report is based on International Human Resource Management. The report is explaining
employee friendly Google offices in different nations like USA, China, Brazil and Switzerland.
Also it explains how productivity of organisation increases over certain years. The work culture
of Zapoos are reviewed and same initiative should be implemented in organisation in order to
reduce pressure from heads of employees.
TASK 1
1 Comparing employee friendly google office at China, Brazil, Switzerland
The Google was established in year of 1998 by Laary page and Sergey Brin. The
company aims to arrange and make all information systematically in all over globe and start
preparing it in order to make this available to each and every person of the world. After
watching video, I came to know that people who are working at google are enjoying a lot as
they have received their dream job. The corporation gives importance to their employee s as well
as consumers because they know that their productivity will surely increase when their workers
remains happy and do their work by enjoying it. The corporation wants that their employees feel
relax while working at offices, for this they have provided a beautiful surrounding to them. The
Google has many offices in different countries like USA, China, Brazil and Switzerland. They
are explained below one by one:
 Google USA: In USA, company has many offices andhead quarter is located at
California known as Googleplex (Iles and Zhang, 2013). Different types of activities are
performed in e head quarter like wring code to support clients, developing new product,
etc. The workers of google develops new and innovative products that may aid clients in
searching information, performing business, connecting as well as learning them. HQ of
google has been effectively grew in few years. The work of employees tries to help

customers so that they think positively and do not get depressed due to any problems. The
atmosphere provided by Google in USA are described below:
 The atmosphere is creative and staffs can easily sneak out from their desks. EEmployees
complete any project by coordinating with each other. They share their creative ideas to
each other which helps in developing best product. Company offers child caring facilities
for women who are mothers as well as to men who are father. They aims to give their
first priority to family. Gyms are also located in campus of corporation to
improve physical fitness.
 Google China: In china, company has three offices that are located in Beijing,
Guangzhou and Shanghai. Beijing is one of the biggest office of google in China. In this
office, workers are hired across all over globe. Core products developed by engineers at
China are Google maps, search result snippets, etc. (Harris, 2012). The employee
friendly environment of Google at china are discussed below: Conference rooms present
in china are named according to t Chinese culture so that employees feel their culture
there and do not feel alone for example Xia Zhi, Hogwarts, etc.
 Some of the indoor games facilities are also given to entertain employees and reducing
their work pressure like pool table, table tennis, etc.
 Xyms are also available in office site.
 The unique thing is that team members enjoys their daily achievements by going to
watching movies and for dinners. Celebration of new year is also done by arranging
parties every year.
 Google Brazil: In Brazil, also there are two offices of Google that is situated at Belo
Horizonte and Sao paulo (Cullen and Parboteeah, 2013). As in all offices of google local
culture is applied, in Brazil also building of Google reflects culture. The employees of
Brazil tries to give best sell of their products toother multidimensional organisation.
 The Ipanema, Forte Apache and Bambolê are name of some conference rooms of Brazil.
Indoor games like Snooker tables, table tennis, etc. are played by Googlers.
 They are also provided lunch and dinners at cafe.
 Some games like wine testing is organized and googlers actively take part in these games
festivals.

 Google Switzerland: The google has only one office at Zurich where population is vast
as people lives there from approx 75 countries (Machado, 2015). Here workers are
mostly talented, energetic and hard working. The atmosphere are discussed below:
 To reduce work pressure, other activities like Swimming, boating, etc. are performed in
season of summer.
 Eichhof and SSB are some name of conference rooms.
 Football, table tennis, etc. are some indoor games that are used to play in office at
Switzerland.
2 Review work culture at Zappos and implement similar initiatives at your organization
The HR consultant of my organisation has asked me to review work culture at Zappos
and implement some how similar ideas in our organisation. This is not an easy task. The work
culture at Zapoos is like following orders or command of their heads. Hence, each worker do
hard work to earn their livelihood. Some of multinational corporation has a friendly environment
and also consist of a diverse culture. At Zappos, consumer service is provided as per the brand
of market. Enterprise invests most of its revenue in advertisement and doing customer care
services (Rees and Smith, 2017).
Aon Plc dealing with Information technology should also invest more money on
advertising their products and meeting demands of communities. This will improve turn over of
company as the products of corporation gain high popularity among customers and they prefer
to purchase them more. New joining are provided at least four week training programmes at
Zappop and also wages are given according to their work. They want those employees who only
wanted to work for them and for making this possible by offering them $2,000 at the end of
every first week as wages and offer continues till end of fourth week. Aon Plc should also
offer such type of salary to the worker who newly joined. Training programmes should be
arranged in order to provide knowledge of their jobs to them. The company focuses on
educating, training and developing their skills so that they might not face any problems regarding
their tasks.
In work culture of Zappos, every contestants is given a challenge to make one
improvement in each week. So that core values can be reflected in better ways. The core values
consist of humbling nature, being passionate, determination for their work, creating fun and
some weirdness activities (Rodriguez and Scurry, 2014). Personal and official growth both are

focused more in this regard. The Aon Plc should adapt similar culture in their offices. They
should make improvement compulsory for each employee either in their personal or
professional life. This makes their worker creative and more skilful to perform any task and they
actively participate in increasing productivity and profitability of the corporation.
TASK 2
Pre departure programmes for a British family moving to UAE
The pre-departure programmes is simply defined as those programmes where families
that are moving to other nations or states are given training to adjust themselves in that
environment. Here there is a British family moving to UAE. They are having two children one
boy and one girl. So they have responsibility of taking care of them as their education and living
style is mostly affected by this. Here father has got job of music teacher and her wife has given
a senior management assignments with Zayed U university in Abudhabi. The main areas that
should be focused by them are listed below:
1. Work Adjustment: Adjustment of daily work is most necessary task of newly shifted
family. So that they can also give time to their children apart from their work (Lee,
2011). They should try to complete their work as soon as possible and fulfil their
responsibility of being parents. Children are small and cannot make their food from
themselves. Hence it is responsibility of their mother or father to cook food for them.
Additionally, schools are searched continuously to give them proper knowledge and
after that children should shifted at that school.
2. Interaction Adjustment: As family is shifted in a new location they are facing
problems in interacting with people because they do not know native language of that
place. The native or alternative languages should be learn by families by hiring a tutor
so that they do not face any problem while communicating with their clients or their
neighbourhood.
3. General adjustment: General adjustment means adaptation in tgeneral living or for
adjustment of new culture. The food items are not same as they are consuming earlier so
they have to eat those food items only that are available at that place (Mockaitis, A.I.
and et.al., 2015). Their festivals and ways of celebrating of earlier festivals has been
changed. They might feel not happy in first month but after some time period they get

totally adapted. The family might face money related issues. To handle these all
situations, certain strategies are taught by corporation.
TASK 3
1 Different approaches of Mazda and Chrysler in light of International HR strategies
The Mazda and Chrysler are parts of single vehicle industry. Both of them are global
corporate and having their offices are located all over nation. Here local Human
Resource Management is used when matter is related to home country and local people are
recruited. On the contrary when hiring of employees is done from international countries then
IHRM plays vital role. Chrysler was established in year of 1925 having headquarter in Auburn
Hills in U.S. It was founded by Walter p. Chrysler. Corporation manufactured luxury vehicles
and its brand is globally recognized. On the other hand, Mazda was developed in year of 1920
offering highly qualified auto mobiles with reasonable pricing. It was located in japan and was
developed by Jujiro Matsuda (Chambers, 2013). At starting, company is named as Toyo Cork
Kogyo but after several years(10 years) its name has been changed and called Mazda.
As per the scenario of Threat of Bankruptcy in 1980, Mazda uses different approaches
that are listed below:Corporation treated their employees as an asset. Meta skills are highly
focused by company and recruitment are done on basis of the same in order to help employees
in learning those skills that are needed after their employment.
 The enterprise also concentrates on training and development programmes as this
extends relationship timing and make it longer . IHR policies applied by Mazda was
like a family decision that is not good. They directly cut the 25% wages of managers of
company and managers also accepted this reduction. They(managers) also accepted
reduction of bonus for the next four years so that other employees can receive their
proper wages and there is no reduction of money is done on rest of workers.
The approaches used by Chrysler in this scenario of Threat of Bankruptcy in year of
1980 are listed below:Employees are hired on the basis of checking desired skills so that they
satisfy that position criteria in United State of America. Entry and exit in this firm is done
regularly. There is no need making long term relationship in this region. The training are
provided which is kept task oriented as well as temporary. Labours working in enterprise suffers
highest approx 28% reduction of salary while the other professionals are not affected more

badly. Their salary is reduced by 7% only and only 2% deduction are done from employees
working at upper posts (Kubica, 2014).
2 Cultural differences prevalent in America and Japan
The comparison of cultural differences prevalent in America and Japan that may
influenced decisions taken in Mazda and Chrysler are following:
 Speed vs Constancy: America follows quick assessment in businesses. Juniors are
given order to perform task of decision making as enterprise prefer quick and fast
solutions (Fakhimi-Azar, S. and et.al., 2011). But as this methodology is done in few
hours this surely contain errors. While the Japanese corporation do not prefer this fast
approach and focuses on taking decision in step by step process whether it take more
time. Here all members of organisation are involves in decision making. The decisions
are taken after a serious talk between all employees. As a large number of consultations
and paper working are included in various steps, rare errors are occurred.
 Short term vs Long term: In America, employment is given only when person fulfil
required skills for a certain post. And their entry and exit are done regularly. Hence,
company in America focus on fulfilling short term goal only. On the other hand ,
Japanese corporation have aim to perform long term goal by keeping relationship more
stronger with their employees. Workers are considered as an asset.
 Remote vs in person communications: In America, for contacting their consumers,
email and phones are used commonly in managing various business affairs. On the
contrary, Japanese prefer physical meeting with their clients when required instead of
phone or mailing (Tharenou and Seet, 2014). Face to face interaction is much better than
phone calls because when employees are meeting their clients physically then they
clearly understand what consumers want and perform changes as per that.
TASK 4
Benefits of HR initiative with respect to the major functions of HRM
Etisalat is a telecommunications corporation which is located in UAE. It recently started
a new business in Egypt. The benefits of Human Resource Management in this corporation are
listed below:
 Talent management: HR initiates to hire skilled workers by testing their qualities. They
hire most talented people that suits for required posts. This effectively contributes in

improving quality of product or services of company. The employees who are to be
recruited should have attractive communicable skills and should know at least three or
four languages so that they can easily communicate with other nations clients. Workers
must be comfortable in doing 24*8 hours jobs either in morning or night shifts (Debroux,
2015).To hire such a talent the first motive of Etisalat have to arrange programmes of
recruitment in top most colleges and hires freshers or students from there. They should
also take online interviews for experienced holders people and hire them easily. If the
enterprise fails to hire talented employees then can not develop quality products and due
to this their profitability also decreases.
 Training and development: In training, new comers are provided a good training in
which they are allowed to work under team heads. Their team leaders should make them
understand the daily works of corporation so that they become passionate in their
working areas and do not face any problems regarding work in future. Development is
another approach where the working capabilities of their new joined employees are tried
to improve. They are provided training so that they develop their skills and make experts
in certain area that is needed by corporation, like here the basic need is developing
telecommunications skills (Zhu, C.J. and et. al., 2014). So that employees actively
participate in enhancement of productivity and profitability. Training & Development is
very necessary because the overall turnover of corporation depends on the working of
their employees and if the worker are not talented or skilled then the company fall into
losses. So, it ought to arrange better training and development programmes.
 Motivation: In order to inspire workers of ventures the HRM focuses on motivating
them by offering certain awards or rewards for their working. Some incentives schemes
are developed by corporation in which employees who are working extra would get extra
pay apart from their basic salary (Ghafoor and Khan, 2011). Hence, workers take part in
more and more activities of company. The schemes of bonus should also be provided to
employees on certain festivals.
CONCLUSION
From the above based report it has been concluded that International Human Resource
Management effectively aids in improving turn over of Google and many other companies by
hiring the right employees for them. They perform another task like motivation, training and

educating workers of corporation so that the quality of work also be improved. Enterprises like
Mazda and Chrysler perform different approaches of international HR strategies in order to
improve their profitability like the direct interaction from their clients instead of taking them
from phone calls and emailing.

REFERENCES
Books & journal
Collings, D., and et.al., 2014. The Routledge companion to international human resource
management. Routledge.
Iles, P. and Zhang, C.L., 2013. International human resource management: A cross-cultural and
comparative approach. Kogan Page Publishers.
Harris, M.M. ed., 2012. Handbook of research in international human resource management.
Psychology Press.
Cullen, J.B. and Parboteeah, K.P., 2013. Multinational management. Cengage Learning.
Machado, C., 2015. International Human Resources Management. Springer International
Publishing: Imprint: Springer,.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Rodriguez, J.K. and Scurry, T., 2014. The Global Talent Challenge of Self-initiated Expatriates.
In Global Talent Management (pp. 93-105). Springer International Publishing.
Lee, A., 2011. Understanding strategic human resource management through the Paradigm of
Institutional Theory. International Employment Relations Review.17(1).p.64.
Mockaitis, A.I., Zander, L. and De Cieri, H., 2015. Special issue of International Journal of
Human Resource Management: The benefits of global teams for international
organizations: HR implications.
Chambers, M.S., 2013. An Exploration into the Challenges Facing Practitioners of International
Human Resource Management: A Literature Review. International Journal of Business
and Social Science.4(6).
Kubica, I., 2014. Thirteenth International Human Resource Management Conference
“Uncertainty in a Flattening World: Challenges For IHRM”, 24–27 June 2014, Cracow.
Argumenta Oeconomica Cracoviensia. (11). pp.101-104.
Fakhimi-Azar, S., and et.al., 2011. Comparative study of International vs. Traditional HRM
Issues and Challenges. International Journals of Marketing and Technology.1(4). pp.6-
16.
Tharenou, P. and Seet, P.S., 2014. China's Reverse Brain Drain: Regaining and Retaining Talent.
International Studies of Management & Organization. 44(2). pp.55-74.
Debroux, P., 2015. International human resource management: policies and practices for
multinational enterprises/International human resource management: a cross-cultural
and comparative approach.
Ghafoor, S. and Khan, U.F., 2011. Facilitating Expatriates Cross Cultural Adjustment (A Case
study of Expatriates from Pakistani Organization on Foreign. Journal of Asian Scientific
Research. 1(4). p.176.

Zhu, C.J., and et.al., 2014. For a Special Issue of The International Journal of Human Resource
Management (IJHRM) Expatriate management in emerging economy multinational
enterprises (EMNEs): theories and implications.
Pudelko, M., and et.al., 2015. Recent developments and emerging challenges in international
human resource management.
Teerikangas,S., and et.al., 2015. IHRM issues in mergers and acquisitions. The Routledge
Companion to International Human Resource Management. pp.423-456.
Online
Compensation and Benefits: Definition and Importance.2017. [Online]. Available
through<https://www.hr.com/en/app/blog/2010/02/compensation-and-benefits-
definition-and-importanc_g5kiosxm.html>. [Accessed on 31st May 2017].
International Human Resource Management.2017. [Online]. Available
through<http://www.qmul.ac.uk/postgraduate/taught/coursefinder/courses/
167125.html>. [Accessed on 31st May 2017].