International Human Resource Management

International human resource management Executive Summary International human resource management is basically concerned with managing the human resource of an organisation at an international level. The international training, development and careers context3 CONCLUSION 4 REFERENCES 5 INTRODUCTION International human resource management can be referred to as set of all those activities which are adopted by management of a company with the objective of managing the human resource of an organisation atan international level which in turn would foster attainment of the goals of an organisation effectively and efficiently. Horizon

International human resource
management

Executive Summary
International human resource management is basically concerned with managing the
human resource of an organisation at an international level. Through portfolio report, it has been
recommended to Horizon Education Inc. should adopt international divisional structure as its
organisational structure to manage its operations at international level. Apart from that, it was
also found that company was recommended to use interactionist approach for the purpose of
cross - cultural management. Furthermore, the company was recommended to provide on the job
training to its employees and 360 degree feedback method for managing the performance.

Table of Contents
INTRODUCTION...........................................................................................................................1
THE PORTFOLIO TASKS.............................................................................................................1
1. The Organisational Context....................................................................................................1
2. The cultural context.................................................................................................................2
3. The international compensation context.................................................................................3
4. The international training, development and careers context.................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
International human resource management can be referred to as set of all those activities
which are adopted by management of a company with the objective of managing the human
resource of an organisation at an international level which in turn would foster attainment of the
goals of an organisation effectively and efficiently. Horizon education Inc., one of the leading
supplier of educational materials in the United States of America; focusses on providing learning
tools and systems in the area of technology, science and business classrooms(Albrecht and et.al.,
2015). The report will include portfolio case study which would be based on current international
human resource management issues and will also include strategies and recommendations for
overcoming these issues.
THE PORTFOLIO TASKS
HR Executive of Horizon Education Inc. has three candidates for the position of plant
manager for his firm in Japan. All the three candidates are very talented and wish to join hands
with the company. The first candidate is Carina Johansson, a young and experienced australian
woman who does not speak Japanese but is very carrier – oriented and love to take challenges.
The second candidate is Sakari Mattila , a Japanese man who performs very well but is against
the practice of trade. While the last candidate is Fredrick Rogers, a very productive, challenging
and experienced American person.
Out of the available option, HR executive of the company should select Fredrick Rogers
for the position of plant manager as he was linked with the company earlier and also possess
experience of five years in that specific department(Newman and et.al., 2015). Apart from that,
he is very anxious to grab new opportunity and possess the ability to take challenges but the
major reason behind choosing him over other candidates is that he focusses on high quality
production operations which is the basic strategy of the firm that they are opening in Japan.
While on the other hand, reasons which restricted the selection of Carina and Sakari are that the
former does not know Japanese and the latter is against the trade.
1. The Organisational Context
Organisational structure that is recommended to Horizon Education Inc. for the purpose
of expanding its operations in the oversees market is international division structure(Ayentimi,
Burgess and Brown, 2018). This structure is recommended to company in order to provide ease
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in accommodating foreign operations without disrupting the smooth running of the organisation
in the home market due to its expansion in international market. This type of structure in suitable
for both larger and smaller companies planning for international expansion as it leaves the
company free to maintain its focus on home market along with with leaving its international
division free to adapt to changes in foreign markets.
According to......., international divisional structure may be defined as that structure of an
organisation which focusses on handling all the operations of an organisation carried out at
international level through a department which has particularly been created for the purpose of
influencing control over the entire operations of an organisation. This structure is usually
adopted by those firms which are in the stage of development of their international business
operations(Bird and Mendenhall, 2016). This structure helps in grouping each and every
business activity into its own division which would foster smooth running of the organisation at
international level.
2. The cultural context
It is very important to consider the cultural context of new overseas venture in order to
grab the market of new culture effectively and efficiently because cultural difference may hinder
smooth running of the business in long run.
Cross-cultural management may be defined as an approach of analysing, managing and
understanding the behaviour of people from different cultures within a workplace. There are
different types of cross-cultural management approaches but the approach and knowledge that
should be possessed by Horizon Education Inc. for the purpose of running the business smoothly
in entirely different culture is interactionist approach of cross – cultural management(Deery and
Jago,2015).
As per the opinion of......, interactionist approach is that approach or knowledge which
helps in understanding how behaviour of an individual shape the society as well as how they are
shaped by the society through mere interactions. It is a theoretical perspective which derives
social processes from human interactions such as conflicts, identity formation and cooperation.
This approach should be used as it will help in identifying the culture of Japan and expanding its
operations efficiently in the market of Japan(Shen and et.al., 2015).
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3. The international compensation context
It is very important for horizon education, inc. to consider the importance of
compensation merits in a potential new oversees ventures for the purpose of keeping the
employees of the company motivated and satisfied so that they work better towards the
attainment of the objectives of the company(Deresky, 2017). It is very important to boost the
morale of the employees so that they retain in the company for a longer duration and time and
this in turn will decrease the employee turnover rate. Hence, this will help in enhancing the brand
image of the company as the company would be viewed as a reputed company because the
organisation is concerned with the well-being of the members of the organisation. Hence, high
brand image would hep the company in establishing its foot prints efficiently in the international
market(Podger, 2017).
It has been recommended that Horizon Education Inc. should provide various kinds of
benefits to its employees for the purpose of providing compensation package and system. The
company should provide benefits to its employees in order to boost the morale of employees
which in turn would help in enhancing their productivity in achieving the objectives of an
organisation. The various kinds of benefits that should be provided by the company are insurance
benefits, medical benefits, education benefits, insurance benefits, vacation benefits, taxation
benefits, etc. Hence, by choosing benefits form of compensation package and system, company
would be able to gain competitive advantage over the rivalry firms and can run its international
operations smoothly along with proper international human resource management(Farndale and
et.al., 2017).
4. The international training, development and careers context
In order to go ahead with overseas operation efficiently, it is very important to provide
effective training to the employees of the organisation. In order to train the employees of the
company, the organisation should use on-the-job training methods so that employees are
acquitted with the actual working conditions and can implement them in working which will in
turn help in enhancing their performance towards the attainment of the objectives of the
company. Furthermore, in the on-the job training method, company should use mentoring
method to train its employees which will help in development of attitude of the employees
towards the organisation as well as other employees and this in turn would help in smooth
running of the business in long run(Guest, 2017).
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Moreover, in order to manage the performance of employees within an organisation,
company must use 360 degree feedback method of performance management. Under 360 degree
feedback method, feedback is taken from various members of the organisation regarding a
particular employee in a very confidential manner and this feedback is tallied by the manager
and then presented to the employee so that they can determine various aspects of their
performance and then work on it to increase their productivity and performance. This will help
the employees in identifying the areas where they are lacking and then take measures to fill the
loopholes witnessed in their performance(Gutierrez-Gutierrez, Barrales-Molina and Kaynak,
2018). Hence, it is very essential for company to pay immense emphasis on training,
development and performance management for the purpose of running its operations efficiently
at international level.
CONCLUSION
From the above study, it has been summarised that in order to fill the position of plan
manager, company recruited that candidate with focusses on high quality management. Apart
from that, recommendations were given to the company to provide on the job training to its
employees to run its international operations efficiently along with 360 degree performance
management system. Moreover, the company was advised to provide benefits to employees as
their compensation system. Moreover, it was even recommended to use interactionist approach
of cross-cultural management.
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REFERENCES
Books and journal
Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Ayentimi, D.T., Burgess, J. and Brown, K., 2018. A conceptual framework for international
human resource management research in developing economies. Asia Pacific Journal
of Human Resources. 56(2). pp.216-237.
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business. 51(1). pp.115-126.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).
pp.453-472.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Farndale, E. and et.al., 2017. A vision of international HRM research. The International Journal
of Human Resource Management. 28(12). pp.1625-1639.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production
Management. 38(1). pp.43-66.
Newman, A. and et.al., 2015. Special issue of International Journal of Human Resource
Management: Recruiting, managing and rewarding workers in social enterprises.
Podger, A., 2017. Enduring Challenges and New Developments in Public Human Resource
Management: Australia as an Example of International Experience. Review of Public
Personnel Administration. 37(1). pp.108-128.
Pudelko, M., Reiche, B.S. and Carr, C., 2015. Recent developments and emerging challenges in
international human resource management.
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Shen, Y. and et.al., 2015. Career success across 11 countries: Implications for international
human resource management. The International Journal of Human Resource
Management. 26(13). pp.1753-1778.
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