International Human Resource Management

International
Human Resource
Management

International Human Resource Management
1
Introduction
Human resource management is set of organisational activities that aimed at effectively
directing and managing the human resources (Labour/ workers). Managing and directing the
human resource management helps to achieve the objective of the organisation. The functions
of HRM staff would be recruitment, selection, training, and development, performance
appraisal, managing promotion and many others. The activities of human resource
management at the international level are called international human resource management.
IHRM includes the typical HRM functions such as recruitment, selections, training and
development, performance appraisal and many others additional activities. The activities of
IHRM are required in the multinational companies (MNC) in order to manage the employees
of the organisation (Saleeth, 2010). In Multinational companies, people come from different
background and country for the common purpose. Different countries have different culture
due to which there are many issues arise that is face by the employees of the organisation. It
is essential to maintain the HR practices at the international level so that the activities will
manage effectively. The practices maintain the three types of employees and these are home
country employees, host country employees and the third country employees. In this paper,
the discussion is made on the topic of “international human resource management”.
This paper is classified in three parts as per the effective structure with the different important
terms such as national culture, organisational culture, cross culture and many others. In the
first phase of paper, the theories and models on expatriates success. After that the discussion
is made on the HR practices of two organisations such as Apple and Samsung. At the end of
the phase of paper, recommendation will be discussed for the organisation with the poor
expatriates.
Overview of organisation

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Apple Inc. is an American multinational technology company that develops and design the
consumer electronics, computer software, online services and many others. It is one of the
biggest technologies companies such as Amazon, Google and Facebook. It operates in many
countries across the world.
Samsung is a South Korean multinational conglomerate that operates in electronics goods and
service. It is the largest information technology company that operates in consumer
electronics maker and chipmaker which is measured in terms of revenue. It operates in many
areas across the world.
Part A – Prominent Theories and Models on expatriates’ success
Multinational companies need to manage their issues related to geography in the context of
implementation, controlling or transferring knowledge. There are many assignments taken by
the expatriates who work at the international level. The expatriate requires the support of
people and from the host country employees in order to reduce the issues for them and helps
to achieve the goals, and objective. It is essential for multinational companies to facilitate the
expatriate interaction and achieve the good relationship between them. The expatriate’s
success can be achieved by the multinational company when it maintains the relationship
with them so that it can achieve its objective. There are many theories and models applied by
the organisations in order to maintain the issues related to geography dispersed.
Motivation departs
The multinational company has to focuses on the stress level and motivation level of the
employees in order to achieve the success in the terms of expatriate’s. This theory of
motivation helps to support the employees so that the challenges face by them is reduces. The
expatriate’s faces the national culture challenges as it works from the other country beyond

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the home country. In this theory, the main focus is given on the “cross culture contexts” as
there are large numbers of challenges faces by them. The bulk of expatriate’s theories and
research; the reducing stress helps to achieve the success in the expatriate’s. Reducing the
stress helps to reduce the threat of global assignment and enhance expatriate’s well-being and
also makes them happy. Motivate theory explore the role of expatriate’s motivation
moderating mechanism that explains the terms how and when cross cultural motivation
promotes expatriate’s effectiveness.
Trait activation theory
This theory is mainly focuses on the personality traits of expatriate’s. This theory is also
applicable on the motivational attributes and their resulting expression in order to develop the
balance between the cross-cultural motivation and the work adjustment. This theory examine
the contextual influences on expatriate’s outcomes such as the foreign subsidiary cultural
distances, foreign subsidiary support. Foreign subsidiary cultural defines the extent of
cultural of host country and the culture of home country is similar for expatriates. Foreign
subsidiary support defines the extent in which subsidiaries helps expatriates in adapting to the
global assignments and provides them career and financial support (Anzam, 2018).
International experience
The marital status is also other consideration to achieve the expatriate’s success. The
organisation has to maintain the balance between the work adjustment and job performance
of expatriates. It is observed that the employees face the work-family conflict, prior
experience, and assignment tenure in order to adjust in the work.
Controlled expatriates local languages