International Human Resource Managements

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

INTERNATIONAL HUMAN RESOURCE MANAGEMENT1
Introduction
The main objective of this paper will be to analyse the external operating environment of
a Higher Education Sector along with discussing potential impacts on the Human Resource
Management functions of a Higher Education. CQ University from Central Queensland has been
selected as the Higher Education service provider organization. Jackson and Schuler (1995)
Human Resource Management model will be used to analyse the external environment of the
selected Higher Education Sector. The factors of the environment and their potential impact on
the Human Resource Management functions of this University will be identified and discussed in
this paper. A brief description of the selected University will be given along with the profile of
them, which will include the mission and vision followed by this University.
The factors related to external environmental that are presented in Jackson and Schuler’s (1995)
Human Resource Management model will be described, and will be used to analyse the factors
of the external operating environment of the CQ University.
Different functions of Human Resource will also be described, which will include planning,
resourcing and retention, recruitment and selection, training and development, remuneration and
rewards and employee relations. The impact of each external environmental factor on the Human
Resource functions of this University will be discussed as well in this paper, and a brief
conclusion will include the summary of all the major learnings of this paper.
About the University
Profile
Transitioned into one of the largest universities within less than three decades, the CQ
University Australia has multiple campuses scattered across the nation, such as in Melbourne,

INTERNATIONAL HUMAN RESOURCE MANAGEMENT2
Adelaide and Brisbane (cqu.edu.au 2020). Each of the campuses is well equipped with the latest
facilities, has its own characteristic features, accommodation choices, support services as well as
proximity to exemplary locations. These factors make this university a perfect hub where pupils
can not only gain an internationally acclaimed recognition but also be able to explore the
country. The university offers more than 300 courses in undergraduate and post graduate as well
as vocational training on subjects like arts, business, accounting, engineering, allied health,
nursing and many more. CQ University also offers an extensive range of innovative and
advanced 100 percent online courses for students who can access it from any part of the world.
The learning and teaching framework of this university supports and improves the quality
learning and teaching. A special network named Learning and Teaching Services (LTS), is made
available for the staff which offers resources for assuring that the staff are updated about the
latest training and information. The courses are continuously developed along with industry and
daily reviewed so that they are upgraded in a way to meet national and global standards. The
courses are also embedded with work-integrated learning. Several programs are accredited
professionally as well (cqu.edu.au 2020).
Mission
The mission of the university is to offer the best quality research and education,
engagement with their community and at the same time providing innovative solutions for
economic and social challenges (cqu.edu.au 2020).
Vision
On the other hand, the university’s vision is to be accepted by stakeholders and get the
acclamation of their efforts in order to improve the economic and social environments through a
process of research and education (cqu.edu.au 2020).

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Jackson and Schuler’s HRM Model
All the aspects of HRM gets affected by the legal and regulatory environment. In this
procedure of attending to the legal environment, a response is also given by the field to the
political and social environments. This also gives rise to as well as shape the interpretation,
enforcement and promulgation acts of the government. Additional political and social realities
are encountered by international corporations (Noe et al 2015). For instance, in some nations, a
legal context for human resource management is defined jointly by the religious laws and civil
laws that coexist. Resources dependence theory and institutional theory turn out to be essential
guides for the research process on how the social, political and legal environments affect HRM.
The impact of external factors can be termed as matching of the abilities related with human
resource to the operational and strategic needs of the business houses (Jackson and Schuler
1995).
It can be stated that these external factors of human resource management model affects
the motivational factor as well as the behaviors of the employees who are working on their
respective business houses. The expected role behavior of the employees can be evaluated
through different human resource plans and policies that are designed and implemented by the
respective human resource department of the companies. Jackson and Schuler stated in their
model that there are three strategic orientations, which are quality enhancement strategy,
innovation strategy and cost reduction strategy (Jackson 2013). Alterations in the political,
economic, socio-cultural, technological, legal and environmental factors can possess an impact
on the working conditions as well as the behaviors of the employees. All these factors are related