International human Resource Management

INTERNATIONAL HUMAN
RESOURCE MANAGEMENT

Executive summary-
International human resource management is the procedure of allocating, utilizing and
acquiring people in global business to achieve stated objectives and aims. Because of
international context, global HRM is interplay of three elements, HR activities, types of workers
and nations of operations. Due increasing of globalization, international HRM plays important
role in achieving organizational goals, they will be ready to move business operations into
another nations and effectively manage their people to achieve smooth operations of companies.
It bears both strategic and functional resemblance to human resource management, functionally,
it works almost same of functions as HRM, recruitment, performance management, training,
selection, career management and industrial relations.
Here, the current report is based on Mashreq Bank, they achieve its vision and mission
with skilled labour who are able to contribute while gaining competitive advantages. Human
resource management practice help firm to manage their workers at global level, they support to
retain people for longer and sustain business within marketplace effectively. HRM practices is
very important in context of company as it help to motivate staff and increase their performance
better than before. Organization develop strategies to recruit and attract residential people
towards business for purpose of getting skilled labour. Mashreq bank implement Agile system
which is quite beneficial for them as it help to enhance staff performance as well as company for
longer. Furthermore, company face challenges in international environment, through diversity
training they overcome cultural differences and manage people effectively.

Table of Contents
Executive summary-........................................................................................................................2
INTRODUCTION...........................................................................................................................4
A. Application of theory into practices............................................................................................4
a) i-Review of existing human resource management practices..................................................4
ii) Importance of HRM and its practices in company..................................................................6
B) i-Review of leadership theories..............................................................................................7
ii) Contingency theory of leadership in context of Mashreq Bank..............................................8
C) i-Challenges that firm face in international environment.....................................................10
ii) Strategies to retain and attract local talent.............................................................................11
iii) Cultural differences that results out of international and organizational plan to respond to
chalenges....................................................................................................................................12
iv Critically synthesize different influence on behaviour in organization and its interface with
management...............................................................................................................................13
D Analysing the best practice in IHRM.........................................................................................15
Describing other organization belong to same industry for their international HRM practices 15
4. Conclusion and recommendations.............................................................................................17
Conclusion.................................................................................................................................17
Recommendations......................................................................................................................18
REFERENCES .............................................................................................................................20

INTRODUCTION
The present study is based on Mashreq Bank it is located in Dubai, United Arab
Emirates. It is one of the oldest privately owned bank in UAE, founded in 1967 as bank of
Oman. It is considered as one of the first bank in this country to install ATM cash dispensers,
first to issue credit and debits cards and very first to present consumer loans. In recent time, bank
caters Islamic and conventional personal banking services to its consumers including loans,
credit cards and deposits. The oldest local bank in nation, Mashreq bank has offered financial
and banking services to a million of its consumers as well as businesses. Its was constituted in
Dubai as bank of Oman, prior to knowledge of UAE. It has powerful corporate banking and
retail presence throughout Persian Gulf with Branches in Qatar, Bahrain, Kuwait and Egypt. Its
business network extends across country with 50 percent of household banking with firm. Bank
also have consumers services centres in retail locations and one of the biggest ATM network in
state.
The mission of Mashreq bank is to delivery of extreme services, becoming clients
primary bank, and to being preferred employer. Its vision of single-minded leadership and
devotion differentiates from competition. Furthermore, the mission of company is t establishing
good relationships with all its stakeholders. Bank have international activities, they have 12
overseas premises in 9 nations including United States, Africa, Asia and Europe. Bank employed
4,000 workers in their firm and provide all the facilities to them that will enhance their
performance effectively. It is one of the biggest private sector bank operating in UAE and offer
financial services through their 60 branches in Qatar. The Biggest private sector bank, will
double their workforce from 400 people at firm services in Bengaluru to 800 in next 24 months.
A. Application of theory into practices
a) i-Review of existing human resource management practices
Human resource management is strategic method to effective management of workers in
company that help business to gain competitive edge while operating business at international
market or across the world (Armstrong and Taylor, 2020). HRM practices include planning,
selection, recruitment, training, development, performance management and induction of
workers. In context of company, professional and experienced person hire new applicants within
their business in order to deliver quality services and products to consumers. Training is one of
the best human resource management practice, that help to enhance employee performance and

increase productivity more than before. In order to develop skilled workforce and deliver better
services, organization develop training session for their existing as well as new applicants at
workplace. It helps to increase the capacity of people to adopt new technologies within banking
sector and methods that enhance their performance level as compare to past few months.
Training will help to increase skills of workers in performance of specific job within company,
an increase in abilities usually supports increase in quality and quality of outputs. It is beneficial
in context of Mashreq Bank and its staff, but training session required efforts to make it
effective.
Human resource management practice that company can utilized in order to retain
professional people with them for longer. This activity improve staff job skills in their current
position. Professional development support company succession planning strategy by creating
future manager for higher level jobs and more accountabilities. Development is cost effective
activity while training required a lot of money and time as well. Along within this, planning is
also considered as HRM practices where number and type of staff members needed to
accomplish their organizational goals. Planning helps management to analyse, gather and
determine current as well as future needs within company. Human resource manager plan ahead
in order to acquire things done by workers, it is also essential to plan to achieve organizational
goals. Planning helps established the best procedure to reach at goals, with respect to HRM, this
practice include determining personnel systems that will contribute to achieving of business
objectives.
Organizing is another important practices of human resource management, which firm
utilize to betterment of business performance. Day to day work is allocated at workplace to every
member as according to their abilities and skills integrated towards common goal.
HR system implemented by firm-
In context of company, Mashreq bank working in novel HR strategy to suite requirements
of their ongoing digital transformation. As digital transformation becomes difficult in financial
services sector. Bank started their branch transformation centring on enhancing consumer
experience and round clock services way ahead of their workers in industry. Company
implement Agile human resource system within at workplace that help to change organizational
nature effectively to one that is able to thrive and embrace in flexible, self organizing and
collaborative changing environment. Agile software implementation is more than practices such

as test driven development, planning session and stand ups. The adoption of this system saw
bank decentralizing enabler activities and creating nimble & dynamic team comprised of
services, sales and products groups. Each unit is essentially self-sufficient, permit workers to
take full ownership and accountabilities to deliver on consumers promise. One of the objective of
Agile system is to improve workers experience through procedure system enhancements,
improvement, empowerment and enabling of more transparency. Agile software break down
project into managerial teams, that help employees to focus on high quality development,
collaboration and testing.
ii) Importance of HRM and its practices in company
Significance and practices-
Human resource management is practice of deploying, recruiting, managing and hiring an
organization workers (Rees and Smith., 2017). It is really employee management within an
importance on those people as assets of company. In simple term, it is the most effective function
within firm concentrated on directing and selecting people who work in it. HRM deals with
many problems related to performance management, safety, compensation, benefits, training,
employee motivation and others. They play strategic role in managing people and workplace
environment, it contributes effectively to overall business direction as well as accomplishment of
their objectives. The issues sometimes rise up at centre of conflict between workers and
management, specially when workforce feels that their rights are being ignored. Now,
importance of good HRM is critical to synergy and productivity of work area. Their hard efforts
mostly geared towards people management while enforcing firm and state law policies in context
of labour management. In collaboration with recruiting managers of workers, human resource
department provides leadership training, scheduling assistance, team work management,
interview expertise, monitoring, selection and recruitment planning procedure.
Statement of business issue-
While operating business at global level, it is quite difficult to manage existing
workforce, it required a lot of efforts and planning. High employee turn over is one of the biggest
organizational challenge can faced by company that directly impact on profitability and
productivity. In context of this, human resource management practices work effectively, because
HR manager is able to keep everything better. To retain people for longer, effective HRM
strategies and practices is required. Human resource department identify current needs to their

staff member, they are able to solve issue and communicate with people to understand their point
of views. Performance management is one of the best HRM practice that human resource
manager will use to reduce high employee turnover and improve the performance of workers at
workplace (Schleicher and et.al., 2018). It provides structured plan for managing, developing and
continuously improving staff performance. It offers three common stages for people
development that help to overcome business challenge for better work. With first phase of this
practice, department encourage their employees to perform much better than before. They
provide training to people without making any differences that will enhance staff motivational
level and drive towards decreasing high employee turn over. In context of same, skilled and
knowledgeable people are considered as most important asset for company.
Employee turnover is not good for them, HRM always try to keep their best labour with
business and retain them for longer. Training and development is another human resource
management practice which play important role in regards with above business problem. It helps
people to acquire greater knowledge and skills to perform their job effectively, it will enhance
performance and motivate workers to contribute in achieving organizational goals. T&D
programmes are designed for existing as well as new employees in order to enhance their
knowledge, it caters job satisfaction to staff that helps to solve employee turn over issue stated
above. Along with this, utilizing people to fullest and maintaining workers in company for long
term is major practice of HRM, under this they are able to perform tasks like compensation,
provide fringe benefits, rewards and training to deserving people.
B) i-Review of leadership theories
Leadership theories seek to define how and why some people become a leader, such
theories focus on characteristics of leaders and some attempt to determine behaviour that
individual can adapt to improve their own leadership capabilities in different situation at
workplace (Palmer, 2018).
Contingency theory of leadership centre on specific variables related to the atmosphere
or environment that identify which articular leadership style is suitable for workplace situation. It
states that effectiveness of leader is contingent upon how its style matches to condition. It is not
concerned with having person adapt to situation, more goal is to fit leaders style with compatible
position. It is very important in context of business, because this theory provide leader a wide
range of ways to act to issues, it will give them important discretion in their decision-making

procedure. In simple words, contingency theory of leadership requires flexibility on part of
leader to measure each situation and then make judgement unique to those conditions (Harrison,
2018). It helps to provide possible solutions and resolve business problems. By using this
leadership style, leaders will respond to causes of staff problems rather than overreacting to
issues itself. Instead of centring on outcomes of issue, leader who comprehend significance of
contingency theory will able to understand all the influences that lead to critical situation. It will
be used to develp leadership profiles for company in which few styles can be fit with conditions
that have proven to be successful. Excellent leadership is not just about qualities and abilities of
person, it is all about striking right balance between needs, context and behaviours.
Behavioural theory of leadership is really upon belief that good leader are made, not
born. It is focuses on activities of leader, not on internal states or mental abilities (Malik, Saleem
and Naeem, 2016). According to this style, individual can learn to become leader through
observation and teaching. It is big leap from trait theory, in that it assumes that leadership ability
will be learned more than being inherent. It is based on some principles that behaviour will be
conditioned in effective way that one can have a particular response. It considers reactions and
observational actions of leader in given situation, this theory is classified as such because they
centre on study of particular nature of person. It also focuses on how person, assume and behave
that leaders can be made, a leader nature is the best predictor of their leadership influence and as
a outcome, is the better determinant of their leadership success. Furthermore, behavioural theory
promote value of leadership styles with emphasis on concern for staff, it also helps to promote
participative team development and decision-making by supporting people needs and aligning
members & team objectives. It is developed scientifically by nature focused studies of leaders
behaviour in conditioned. This behaviour centred method caters real marketing potential, this
theory states that leader uses three skills or abilities to lead their team, these skills are technical,
human and conceptual. It emphasizes point that favourable behaviour of person caters greater job
satisfaction to employees, and they consider person as their team leader.
ii) Contingency theory of leadership in context of Mashreq Bank
Contingency theory is suitable for company and beneficial for their international plan
operating business worldwide with skilled people who are able to contribute equally in achieving
business objectives & goals. This theory is dynamic in nature, so it modifies according to
situations, it is appropriate for organization because it permits leader t change their policies

accordant to workplace environment (Hu and Gifford, 2018). While operating business at global
level firm face difficult situation at work areas that impact on productivity and staff performance.
It is very important to handle to overall condition effectively without taking too much time. For
this, right leadership style is required that help to change workplace environment positively and
support company to sustain for longer within market with talented applicants. In context of this,
contingency theory of leadership is best, it provides option of people that helps them to progress
as well as share their ideas or innovative thoughts to higher authority. It explains hierarchy of
leadership that is applicable to firm, the overall concept if based on idea that there is always a
least preferred co-workers based on their behaviour and personality traits at work. In order to
become a leader within banking sector, it is important to retain people. Contingency theory helps
leader of company to influence and guide team of people towards specific business objectives.
The basis of this leadership theory is quite simple, it states that workers with different abilities
will perform better in their respective areas. Organization leader with contingency leadership
theory, is able to take decision after considering all the variables that impact staff performance.
Applying this theory, require person to stay alert and avoid relying on policies, rules and
tradition as only guides for their choices.
When Mashreq Bank expand their business into new market, it changes the whole
environment at work that impact on staff performance negatively. To improve worker morale,
and productivity, leader understand significance of this theory and its positive implications at
work area. In context of contingency theory factors, it suggests leader to take decision after
considering all the factors that impact on staff abilities. The effectiveness of this theory extends
to way leader think about consequences of direction and guidances as it relates to entire business.
A leader action reflect culture, commitment to workers safely and well fare, branding position,
profit orientation and consumers services attitudes of whole company. This style of leadership,
make leaders able to take decision and solve issues based on how it will affect business. It is
suitable for organization as it help to increase managerial discretion efficiently. Ne of the major
factors of contingency theory of leadership for leader is that it caters them with far better
discretion. Whether, people have flat or top Down organizational structure, they are capable for
implementing decision and assuring that workers remain committed to particular goals. Because
of this theory gives leader a large range of ways to solve issues or to take action against this, it
also offer them important discretion in its judgements making.

C) i-Challenges that firm face in international environment
There are a lot of challenges that companies faced while operating at international level,
that affect success and growth of business. Understanding human behaviour is one of the biggest
challenge that Mashreq bank will face in global environment that directly impact on sales and
market revenue negatively. Sometimes it is difficult to understand workers behaviour, it creates
challenge for HRM and organization. Without comprehend nature of staff it is impossible to
retain them for longer. Employee behaviour is defined as workers reaction to specific situation at
workplace. People need to behave sensible at work area not only to gain respect and appreciation
from others but also to maintain positive as well as healthy work environment. The behaviour of
workers is change that create problems for company in international environment. They want
proper job satisfaction and healthy work atmosphere, without obtaining their needs worker do
not perform effectively that impact on business profit margin.
To work efficiently and overcome this challenge company have to understand their staff
behaviour. When they comprehend their worker nature, it is easy for them to set better goals and
obtain workforce to function at peak efficiency. A sophisticated comprehension of human
behaviour will helps senior effectively harness staff motivation. Furthermore, when human
resource management can interpret human needs within company, it can drive people towards
fulfilling those needs and also talk out new plans to satisfy people.
Range of people are working within Mashreq Bank, they had different needs and
requirements in context of work. Like the above thing, it is also difficult to determine staff needs
in international environment that define another challenges for company. Demands of workers
are changes according to the situation, which need to identify by HRM. It is quite difficult to do
that affect growth of business negatively and decrease its profit margin rather than before. It is
long termed process that require a lot of efforts and times as well. Without determining the needs
of employees firm will not be able to build strong team and gain competitive advantages. So it is
very important to identify staff requirements. Physiological, safety, social, esteem and self
actualization are the different types of employee needs that the want while working in
international environment. Identify needs of exiting staff will be more complicated, many of new
generation of workers will be more difficult to enhance than their predecessors, this will in part
be outcome of change in value system. To retain people human resource management will
identify needs of staff instead of hiring the new ones. All above needs is important for growth of

professional and personal career, that will identified by HRM. When taking business
international, it is very crucial to consider how management will meet workers requirement for
operating in foreign nation.
ii) Strategies to retain and attract local talent
Methods to attract residential people-
To attract people Human resource management and its team member develop different
types of strategies (Buch and et.al., 2017). The current job market is highly competitive, there are
numerous vacancies every day, but how to attract potential applicant is big question. Strong
recruitment strategy will help HRM to attract local people towards them. The current market is
full of skilled and talented people, by creating effective hiring plan company is able to gain
attention of people. Job seekers look for clarity in job marketing in term of profile, business
history and career opportunities. HRM caters clear description of every required detail in job
advertisements, they will clearly communicate job requirements and how one can benefit from
this site. Human resource management residential people while using internet recruitment
platforms like Monster and indeed that permits them to connect with wider swath of candidates.
This strategy help to reach at wider area of people, internet is considered as global phenomenon,
with more users obtaining access every day, while in most developed nations, it usage in
extremely high.
Campus recruiting is one of the best strategy developed by HRM to gain attention of
skilled or residential people in pool of talent. The institutes or colleges are full of dynamic and
young candidates who show immense enthusiasm in their work, it is the great way to recruit
recent graduates.
Strategies for retaining people-
Employee retention is very important function of Human resource department, for this
they are able to make effective strategies that helps to gain its objective (Huo, 2018). Providing
rewards and benefits is one of the best way of employee retention. HRM consider the
performance of staff and then take decision to pay rewards accordingly it not helps to retain
people but also enhance the motivational level of staff rather than before. Insurance concerns and
health care will support to keep people in their job, along with this benefit are actually beneficial
matter, Salary matters a lot. There are many benefits will be gained with this strategy by human
resource management, such as increase productivity. Recognition and rewarding tends to

enhance workers productivity at workplace, it makes people go extra mile. A base way only
encourages a people to work at level that is needed of them, by creating rewards system HRM
retain workers and improve their job satisfaction. It refers to the ability of company to maintain
their workforce, in most instance it will be presented by simple statistic.
Employee engagement in decision-making process is another strategy for employee
retention, it stimulates team work morale and spirit for high performance. Because engaged
workers are more connected to their work are, they are more aware of their surrounding
environment. Employee engagement helps greater staff satisfaction that leads to employee
retention.
iii) Cultural differences that results out of international and organizational plan to respond to
chalenges
Organizational plan is to retain people and sustain business at global level effectively,
cultural differences affect it. It refers to different beliefs, languages, behaviours and practices
considered unique to staff members of specific ethnicity, national and race origin. Cultural
differences in organization include varying expectation of physical contact and personal space.
When company plan to established business into new market, the culture of that place is quite
different from home country, which create problems for firm to understand human behaviour and
their needs accordingly. In order to overcome these challenge, company had to respond quickly
and effectively, they plan training and development sessions for existing and new workforce that
help to reduce culture differences, help management to identify the needs of staff and also make
them able to understand human nature.
During training programmes, it is easy for human resource management to reduce
cultural differences and enhance workers performance. Through this process, HRM allow people
to understand the importance of cultural diversity. It is one of the best method that provide better
results and create positive work culture within business. Cultural diversity in work area while
operating internationally will provide benefits to firm as they can hire people from all sorts of
different backgrounds, regardless of culture, race and religion. Another way to overcome these
challenge is to assure there is an inclusion of individual of different cultural background in
worker. Diversity training will potentially foster inclusive work culture, create new chances,
encourage team work and leadership as well as thereby develop positive work culture (Barak,

2016). This training sessions will help current work force understand and clutch culture
differences of their team members and co-workers e to embrace each other.
Hence, accommodating cultural differences and commonalities is extremely essential to
overcoming barriers.
Furthermore, to overcome challenges and reduce impact of cultural differences,
organization respond effectively, they can hire more people within business from local areas.
With this plan, they can achieve objective of company and retain people which is quite beneficial
for them. By working with local people, existing workers effectively understand the beliefs and
norms of other people and work perfectly with them for longer period.
iv Critically synthesize different influence on behaviour in organization and its interface with
management
Organization behaviour is all about the study of both group as well as individual
performance and the activity within a firm. This also helps to provide an insight on how the
employees behave and perform at the workplace and it assist to develop a clear understanding
how to motivate employees and maintain long term relationship with an employees. Therefore,
there are different influences on behaviour in an organization which are as mention below:
Technology: One of the most important factor that directly influence the behaviour in an
organization. Such that it provides the resources through which people work, but it affect the task
which they perform. Though this factor gave both positive and negative influence upon the
organization success, but the use of technology has a significant influences on the working
relationship as well (Various influences on behaviour in organization, 2019). Moreover, it is
analysed that the great benefit of using technology is such that it allow people to do more and
better work but on contrary, it also restrict people in different ways that creates negative
environment upon working place. In this modern era, every companies uses advance techniques
within a workplace in order to draw attention of many customers and also improve the
operational performance as well.
For example, Mashreq bank may use robots and automated control system that assist to
save time and also reduce cost. Or else, quoted firm may also use mobile and digital banking
services for their customers in which users may use mobile and digital platform to use banking
services. While on the other side, it is critically analysed that use of automation may leads to loss
in jobs and also, technology comes to threat of cyber attack as well. Thus, it influence on

behaviour in organization and management should make sure that they will definitely hire new
employees who have enough knowledge related to advance technology so that they will easily
cope up with any issue.
Environment: Every organization work within an internal and external environment and
there are many system that also affect environment and as a result, it creates impact upon firm.
Such that people think that organisation must be socially responsible, provide new product and
accept changes quickly, but these all affect the behaviour within an organization and provide
competition (Punjaisri and Wilson, 2017). On the other side, sudden fluctuation in economy of
the country will also affect Mashreq bank in opposite manner. Thus it affect the overall
organization system in negative manner. On the positive side, it is also realized that sudden
decrease in tax rate will help to strengthen the economy of a country and this in turn, helps
quoted firm to improve the financial performance of the company.
Therefore, in order to cope up with the situation, management of Mashreq bank should
keep make new strategies that helps to overcome any external and internal environment within a
firm. As it is analysed that these all creates direct impact upon the business and that is why, to
balance these, company may easily develop plan and hire a team who support to overcome
problem.
Organization structure: The formal structure of an organization could define and
influence the ways in which an individual as well as groups within a business may interact.
Overall organization process are actually informed by leadership, management pattern as well as
technology. Thus as a result, it has a direct impact on how candidate may perform activities in
order to attain aim. That is why, it is analysed that if Mashreq bank follow hierarchical
organizational structure than all the roles and responsibilities are assigned to each members and
work will be easily done (Armstrong and Taylor, 2020). While on the other side, due to lack of
leadership skills and low delegate authorities, the structure of the company may affected.
In order to integrated with management and balancing these, leaders should adopt
situation leadership style that helps them to adjust their style in order to fit as per the situation.
This way, leader and manager may easily meet the needs and demand and provide positive
working culture as well.
Individual and group: People in an organization also influence the behaviour of a firm
because they are the person who response in any situation and creates direct impact as well. Or

else, if their behaviour is positive then it will help to enhance their performance and productivity
(Helmreich and Merritt, 2017). While on the other side, Mashreq bank also have groups and
teams who are especially introduce in order to attain define aim and objectives. However, it is
critically analysed that if groups and individual are negative then it may lead to conflict and
misbehaviour at workplace.
That is why, management should take care of these and also make sure that all they keep
motivating their employees in order to enhance their working performance. As a result, it will
help to accomplish the overall aim and objectives in defined manner.
D Analysing the best practice in IHRM
Describing other organization belong to same industry for their international HRM practices
International Human Resource Management is the process of acquiring and allocating
and utilizing the human resource in international business in order to attain the defined aim and
objectives. Therefore, there are many companies whose HRM system also used different
strategies with special focus in compensation and performance management of expatriates
employees, these are as mention below:
Emirates NBD: It is one of the top bank in UAE who also provide range of services to
their customers. There are around thousands of employees working within a firm and that is why,
HRM system of the company is so strong. Further, this bank also comply with compensation
strategies such that it provide benefit packages to their employees in order to provide extra
wages and raise employee retention as well (Rahim, 2017). Moreover, HR of Emirates NBD's
goal is to be competitive with health, retirement and tuition reimbursement because it may be
consider as a determining factor that helps to generate good employee relation. HR of the quoted
firm also provide four types of compensation i.e. hourly pay/ wage, salary, commission and
bonus that helps to manage expatriate employees.
In addition to this, company also provide effective training session to their employees in
order to make their new employees comfortable within working environment. On the other side,
HR mainly focus on performance management for that it introduce 360 degree feedback system
in its working area. Such that this performance management strategy may easily assist to
determine the current performance status of every employees and HR also consult with managers
and then fire employees when their performance is not up to the mark. In addition to this, HR of

the firm also use peer review in order to foster effective performance management. It is a part of
360 degree review and it also help to allow coworkers to praise others and highlight the positive
aspect as well (Rapp and et.al., 2017). Thus, it is observed that company's HR provide best
facilities to their employees in order to attract international employees and Mashreq bank also
provide this facility to their employees and also introduce strategies that helps to retain
employees.
National Bank of Abu Dhabi: One of the largest lender bank in Emirates of Abu Dhabi,
UAE who have thousands of employees working within a firm. The bank is also deal at
international level and that is why, the HR system of company is quite effective as compared to
Mashreq bank. In the context of international HR practice, company's HR mainly focus on the
recruitment and selection strategies in which they use external recruitment process so that they
may hire new employees who have good skills. Bank also focus on foreign placements which is
a demand on expatriate employees (Hillson and Murray-Webster, 2017). Thus, at the same time,
employees also faces issue with regards to cope up with new culture, then HR of the firm is
responsible to provide effective training session to their employees in order to adjust with the
working environment. Thus, HR of National bank of Abu Dhabi followed these two main
international practices.
On the other side, while selecting candidate, quoted firm screening the employees for
those traits which help to predict the success and identify their skills which are suited in new
environment. Further, this method also assist to examine trait and extra cultural openness and
family situation. Further, HR of the firm also focused upon the compensation strategies and for
that National bank uses Balance Sheet Approach, in which each foreign employee enjoy same
standard of living and company also pay equal to their employees. This will help to motivate
employees to sustain the long tern relationship with company (Lopes, Antunes and Janda, 2020).
Additionally, for performance management, company also set regular meeting in order to discuss
the results by seeing whether the aim and objectives are attain or not. This will also help to keep
attract new employees and also leads a business towards success.
Union National bank: Another top bank who is working under banking sector which is
located in 50 plus location and also offer range of services to individuals. Moreover, the bank
have their own rules and policies, even HR of the firm also develop new strategies that helps to
keep motivating employees. That is why, Union national bank have cross- cultural practices that

assist employees to feel motivated. Such that HR of the firm also provide training session related
to cross culture awareness and this in turn leads to enhance the production level with
productivity of employees. Moreover, company also provide best compensation facilities such
that extra leave on monthly basis, extra incentives for achieving the target, internal promotion.
These practices are especially design to keep retaining employees and maintain longer
relationship with others. On the other side, company also make effective planning in order to
attract or recruit employees towards it (Perkins and Jones, 2020). Further, HR of the firm first
determine the skills of employees and through effective screening, they will hire the employees
as per the ability.
On the other side, the compensation strategy within a firm is localization which mainly
involves paying salary that is comparable to those of local citizen. This strategy is also known as
rate approach in which base salary for international transfer is directly link to salary structure in
host country. Beside this, for these employees, Union National bank also sometimes used
Balance Sheet Approach so that they will also enjoy the same standard of living (Cejka and
Mohelska, 2020).
Therefore, it is analysed that International human resource management are these set of
activities whose main aim is to manage organizational human resource at global level in order to
attain company's aim and objectives, also attain competitive advantage over competitor at
national level. Thus, HR of every organization who are working in banking sector also have
different HRM practice while on the other side, Mashreq Bank follows others.
4. Conclusion and recommendations
Conclusion
From above analysis it has been summarized that Mashreq bank motivate their workers
and retain people by implementing different strategies, they focus on creating effective culture
around work place that enhance motivational level better than before. Human resource
management throughout their practices help to overcome above business challenges effectively
that increase productivity and performance of company, it also helps to gain competitive
advantages by developing skilled work force. Furthermore, contingency theory of leadership is
appropriate for firm as it helps leader to take decision after identify entire situation because the
judgement taken by them directly impact on staff abilities and morale. It has been concluded that

firm develops different strategies in order to retain people who are able to contribute in achieving
business goals and also create plans to gain the attention of local talent such as advertising
vacancies via using online platforms.
Recommendations
In order to change practices and perspective while managing human resource from
domestic to multinational set up, it is recommended to the Marsheq Bank that HR must use
effective and new techniques for training and development. Such that they provide online session
to their employees because it will not affect the work. Moreover, they should more focus upon
the employee compensation and also provide better paid opportunities that helps to manage
employees within a workplace. HR of the firm should keep discussing the employee
compensation with team in order to provide appropriate reward package. This will help to retain
employees and also maintain long term relationship with a firm.
On the other side, at multinational level, the recruitment criteria of Marsheq bank should
be change such that they should conduct psychometric assessment that will help to determine
technical skills among candidate and their level of presence. This assessment will also assist to
identify whether the candidate is best suit for the company or not. Additionally, for reducing
communication error between the managers and employees at workplace, it is recommended to
the firm to use email system in which important notice may sent to employees (Nechanska,
Hughes and Dundon, 2020). This will help to improve the communication channel and also,
there must be an open communication system within a workplace so that it will assist to
determine the loopholes and issues face by company.
When Marsheq bank will set their business at international level, company may face
language barrier, cultural differences and management of employees. This will hamper the
overall organization and also affect the workplace environment. At that time, HR of the firm
should develop training session especially related to language issue and this in turn assist to
make employees fit within the working environment and also determine workers needs as well. It
is also analysed that when company set up at international level, it aces issues and this in turn
also affect the overall profitability because company recruit employees at international level and
their way of working is quite different from local. At that time, it affect the productivity level
and this in turn leads to fluctuation in its financial performance. Additionally, company's HR has
to develop new policies and procedures that assist to creates positive working environment

within a firm and organize induction training that assist to leads the working environment for
employees. In this way, the interactional nature of the company will affected in both positive and
negative way, but may also try to provide best services to their customers by analysing their
needs

REFERENCES
Book and Journals
Al-Sarayrah, S and et.al., 2016. The effect of culture on strategic human resource management
practices: A theoretical perspective. International Journal of Business Management and
Economic Research. 7(4). pp.704-716.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Buch, T and et.al., 2017. How to woo the smart ones? Evaluating the determinants that
particularly attract highly qualified people to cities. Journal of Urban
Affairs. 39(6).pp.764-782.
Cejka, P. and Mohelska, H., 2020. National Culture Influence on Organisational Trauma: A
Conceptual Framework Review. In Occupational Stress: Breakthroughs in Research
and Practice (pp. 238-262). IGI Global.
Harrison, C., 2018. Leadership research and theory. In Leadership Theory and Research (pp. 15-
32). Palgrave Macmillan, Cham.
Helmreich, R. L. and Merritt, A. C., 2017. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
Routledge.
Hitka, M and et.al, 2017. Cluster analysis used as the strategic advantage of human resource
management in small and medium-sized enterprises in the wood-processing
industry. BioResources. 12(4). pp.7884-7897.
Hu, J. and Gifford, W., 2018. Leadership behaviours play a significant role in implementing
evidence‐based practice. Journal of clinical nursing. 27(7-8). pp.e1684-e1685.
Huo, Y., 2018. Employee retention: relationship among housekeeper’s job satisfaction,
organizational workforce, and racial-ethnicity within the global hospitality industry in
Utah, USA finding stability in a volatile hospitality industry. Hos Tour Manage
Int. 1(1). pp.36-43.
Lopes, M., Antunes, C. H. and Janda, K. B., 2020. Energy and behaviour: Challenges of a low-
carbon future. In Energy and Behaviour (pp. 1-15). Academic Press.
Malik, S.Z., Saleem, M. and Naeem, R., 2016. Effect of leadership styles on organizational
citizenship behaviour in employees of telecom sector in Pakistan. Pakistan Economic
and Social Review. 54(2). pp.385-406.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Nechanska, E., Hughes, E. and Dundon, T., 2020. Towards an integration of employee voice and
silence. Human Resource Management Review.30(1).
Palmer, R., 2018. Leadership Philosophy and Action Plan I. Introduction: Leadership is a highly
sought after and valued commodity and good leaders are some of the most valuable
entities an organization can come by (Northouse, 2016, p. 1). Some researchers believe
that leadership is a personality trait or behavior that some are innately born. Leadership.

Perkins, S. J. and Jones, S., 2020. Reward management: Alternatives, consequences and
contexts. Kogan Page Publishers.
Punjaisri, K. and Wilson, A., 2017. The role of internal branding in the delivery of employee
brand promise. In Advances in corporate branding (pp. 91-108). Palgrave Macmillan,
London.
Rahim, M. A., 2017. Managing conflict in organizations. Routledge.
Rapp, A.A. and et.al., 2017. The role of the sales-service interface and ambidexterity in the
evolving organization: A multilevel research agenda. Journal of Service
Research.20(1). pp.59-75.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Schleicher, D.J and et.al., 2018. Putting the system into performance management systems: A
review and agenda for performance management research. Journal of Management.
44(6). pp.2209-2245.
Singh, N.R. and Kassa, B., 2016. The impact of human resource management practice on
organizational performance-a study on Debre Brehan University. International Journal
of Recent Advances in Organizational Behaviour and Decision Sciences. 1(1). pp.643-
662.
Online
Various influences on behaviour in organization. 2019. [Online]. Available through:
<https://www.futurelearn.com/courses/introduction-organisational-behaviour/0/steps/
47338>.