MGT307 International Human Resource Management (HRM) Assignment
Added on 2020-03-16
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Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENTInternational Human Resource ManagementStudent number Unit number Unit name Assessment number Assessment name DateAuthor Note
INTERNATIONAL HUMAN RESOURCE MANAGEMENTIntroduction The traditional role of the human resource management is to recruit theemployees, manage their training and decide their remuneration. Through the humanresource management the managers set certain formal regulations that the employeesof the organization follow. There are various factors related to the employeemanagement that vary in certain situations and handled by the human resourcemanagers. Most issues that are affecting the performance of international organizationsare related to human resource management. The human resource manager, primarilyresponsible for expanding the business internationally designs and implements moreeffective human resource strategies following the organizational policies (Deresky2017). The HRM of the CompanyHolden is an Australian company that manufactures and distributes engines,vehicle components and motor vehicles (Holden.com.au 2017). Holden is planning toexpand its business globally and sees the developing Asian market as great potentialsegment for their expansion (Pomfret and Sourdin 2017). The company is consideringthe European market as well. The organization has been implementing effective humanresource strategies in their national business in order to manage their employees. Thestrategies of the human resource management include recruitment of the skilled newemployees, providing them with proper training and opportunities and giving rewardsand recognition to the deserving employees. The company hires new employees byevaluating their skills and technical knowledge for required areas. The HRM sees that1
INTERNATIONAL HUMAN RESOURCE MANAGEMENTemployees could easily fit in the organizational culture. By promoting the organizationaldiversity the HR management provides equal opportunity to the employees. Asignificant amount of benefits are offered to the employees and recognitions are givento the hardworking and efficient employees (Snell, Morris and Bohlander 2015).However the company is facing some significant challenges due to some poor humanresource practices. This year the management is facing issues in keeping the efficientemployees who can keep the workforce strong enough to meet the productivityexpectations (Willmer 2014). The HRM has to develop effective strategies for theemployee reduction. The company is already suffering from employee dissatisfaction asthey have stopped manufacturing in Australia that caused 3000 existing employees tolose jobs (Taylor 2013). The HRM is struggling to maintain the workforce productiveenough for the future. The “Here to stay” campaign has worsened the condition due tobad timing (Abcnews.net.au 2014). The promotion was to ensure the employees andconsumers that the company would continue making the products but though theywould be manufacturing products only in foreign countries. The employee cutting wasimmediate after the announcement and that had bad impact over the human resourcemanagement system of the company. The company also suffers from the inability tocommunicate with the employees effectively. The human resource management mightface several challenges during their expansion in the developing countries. Theinfrastructure is not that developed as their home country so more employees will needto be recruited to cover up the infrastructural weaknesses. Different countries havedifferent right to information acts so the HRM has to make their work direct andtransparent enough, so that it does not have to face any legal challenges in future.2
INTERNATIONAL HUMAN RESOURCE MANAGEMENTHowever in developing countries like India the language is not a barrier for theemployees to work for international organizations. The human resource managementcan utilize the language skills of the employees in favor of the company. Role of International human resource managerAs in the international array of services, products, cultures and ideas theresponsibilities of the international human resource manager is ever evolving. Prior tothe international exposure of the business the HR managers only used to handle thebasic data related to employee recruitment but with the diverse nature of work culture,legal complexities or strategic management but now their jobs are getting complicatedtoo (Bamberger, Biron and Meshoulam 2014). In the national operations the requiredskills or knowledge is limited for the human resource managers but when they aredealing with international operations, the position international human resourcemanager requires few extra skills. An international human resource manager managesthe international operations of the company’s human resource activities. If the companyaims for international expansion in multiple regions the management is required todevelop multiple global managers in HRM. The manager should have the ability tounderstand the employees in the host countries and ability to manage operationalchallenges. The manager needs to possess both the explicit and tacit knowledge. Thetacit knowledge is gained through his experience that will help him to deal with externalissues related to threats and opportunities in the competitive international market(Chuang, Jackson and Jiang 2016). On the other hand the explicit knowledge will assistthe mangers to structure the international policies of human resource that are alignedwith organizational policies. The explicit knowledge guides the manager to identify the3
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