International Human Resource Management (IHRM) - Trending

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management
Name of the Student
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Author Note

INTERNATIONAL HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction:...............................................................................................................................3
Complexity:................................................................................................................................4
Cultural Environment:................................................................................................................7
Industry Type:..........................................................................................................................10
Conclusion:..............................................................................................................................11
References:...............................................................................................................................13

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Introduction:
The implication of the international human resources management is observed to be
notably high amongst the modern mainstream profit based and non- profit business entities.
The awareness amongst the business entities regarding the efficient management of their
human resources is notably visible. With a precise look at the link between the enhancement
of sustainability associated with the business activities of the business entities and the
requirement of handling the human resources in a professional manner, it becomes significant
for the business entities to ensure efficient utilization of their human resources (Marchington
et al. 2016). As per the comments of Noe et al. (2015), the importance of the human resource
managers in the modern business entities is sky high as they are required to conduct a series
of activities which includes recruitments and selection of the staffs, remuneration
management of the staffs, rewards and recognition management of the staffs, accurate
management of the training and development of the staffs along with continuously enhancing
the quality of the working environment in the business entities.
Having said that, Brewster et al. (2016) mentioned that the differences and difficulty
level of managing the human resources in the domestic and international level is
comparatively different and that is pretty prominent with the strong emphasis that the
international human resource managers are required to put for the management of the
differences of cultural events and industry type. As per the comments of Bal and De Lange
(2015), the success of the managers in efficient administration of the human resources at the
organizational context, is seen to be largely reliant on their ability in tackling the cultural
differences. The rate of participation of the staffs belonging to different cultural and social
background in the multinational business entities are seen to be comparatively higher than
that of the business entities that operate in the domestic market. As a result, the complexity

INTERNATIONAL HUMAN RESOURCE MANAGEMENT
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associated with the management of the human resources in the international firms is
considered to be comparatively higher than that of the domestic firms. The study is based on
the analysing the differences between the dynamics of the international and domestic human
resource management activities and processes. The parameters that are to be considered for
the evaluation of the differences are the inappropriateness associated with the complexity,
cultural environment and industry type. For better understanding of the differences, the study
cites organizational examples as evidences and at the same time, it provides a set of
recommendations for the improvement of the multinational business entities’ approach in
tackling the differences.
Complexity:
The changes between the domestic and the international human resource management
on the basis of complexity is perceived to be notably high. The domestic human resource
activities are primarily less complex than that of the international human resource
management. As per the comments of Stone and Deadrick (2015), the differences between
both the forms of human resource management is seen to be principally reliant on the
different forms of legislations and the cultural differences that are required to be
professionally managed from the portion of the international human resource managers. As
per the comments of Latukha (2015), the business entities that are operating within the
perimeter of a single country, are required to comply with the legislations of that particular
country. In addition to this, Stone and Deadrick (2015) stated that the human resources
managers operating in an organization that operates domestically, have the necessity to
comply with the domestic labour and employment legislations. As a result, the human
resource managers of such business entities are seen to formulate the remuneration packages,
holiday packages, work time characteristics, rewards and workplace health and safety
arrangements of the staffs as per the domestic legislations.