Human Resource Management Analysis and Comparison

This document is a comprehensive analysis of human resource management (HRM) practices, focusing on strategic HRM, talent management, work-life balance, and retention strategies. It includes an examination of international perspectives on HRM in various countries, such as China and India, and explores the impact of HRM on environmental performance. Additionally, it discusses sustainable human resource management approaches and their potential benefits. The document also touches on technology's influence on future HRM practices.

PEOPLE ISSUES IN GLOBAL
CONTEXT / HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
IHRM (International Human Resource Management) is a process of allocating and
effectively utilize the human resource in the multinational company. It is a process of
designing ,managing activities of a organisation at global level. In simple words it is concern
about the managing the human resource at multinational companies. This report is about the
critically analyse a key people issue and challenge in the context of global organisations. IHRM
is a process of designing and developing the management in the global world.
TASK
Banfield, Kay and et.al, (2018) stated that IHRM (International Human Resource
Management) is the strategic approach to the effective management of the organisation’s
workers. The overall purpose of the managing people in workplace is to ensure that the
organisations is able to achieve the success through its skilled staff members. The purpose of
IHRM is to get the competitive advantage of hiring and improving the skills , efficiency and
productivity of the organisation. As per the view of Baum, (2016) IHRM is the management
process that work to manage people well globally in the organization. This is concern with the
issues that cross the national boundaries. IHRM can be define as a activity managing the
organisation at international level. This management contains typical function such as selection,
training, development. This management system manages the organisation of multinational
companies. It plays an important role in achieving the organisation goals. It is all about the world
wide management of the resources. This is a process of sourcing, allocating; effectively utilize
worker and a employee in a multinational company organisation. IHRM is the old phase of a
globalization. By managing the international companies correctly , it can able to complete the
business more successfully in the world of market place. As per the view ofChelladurai and
Kerwin, (2017) the management has various issues such as selection, training etc.
The needs of international company organisation by creating a new cooperates culture
reflecting to the need of international organisation. As per the view of Clark and et.al, (2016) the
field of international management provides three approaches, first is cross cultural approaches
that is understand the behaviour within the organisation from international perspective. As per
the view of Cooke, Saini and Wang,( 2014) the concept of a IHRM is to identify and understand
the how the multinational company manage their work in the company. The main issue in IHRM
is training and development. It can be very tricky for the people from other country who come
1

here for training just like language problem, cultural difference. IHRM has problem understand
the worker how they are working , how they react with employee.
Theory of international HRM
As per the view Armstrong and Taylor (2014)Strategies global human resources
management practices refer to the international management is the policy involved in hiring and
promoting employees who are in citizens of the host nation. This approach involves low cost of
recruiting and training with effective manner. It includes ethnocentric and geocentric staffing
approaches.
Bernardin, (2012)According to the ethnocentric approach is basically use in
multinational company it is a international strategies orientation and this theory maintain
employees from the same area.
Noe and et.al, (2012) as per the perception staffing approach main motive to recruited
employees on their skills, knowledge. It is also bases on their skills and experience. selection
and training of expatriates it is refer to the employees who are relocates with or without family
for outside the country for facing more difficulties of jobs . It also creates problem in training
times like cross cultures, training sort.
As the theories of IHRM the multinational companies increasing their operation ,
managing international working of a company strategically that becomes a critical aspect for the
organisation performance. The strategic management of the MNC company has to focus on the
staff member issues related to the companies assignment. The theory of a multinational
organization combine the perspective of agency and expectancy theories and dicus the condition
under specific strategic staff choice. The objective of the this theory is to review and clarify that
it can support a range of international staff system in a very systematic way to implement in a
global environment. There are many thing that contain the productivity and quality of company
during the training and development plan . There can be various type of planning hard and soft
skill training . The hard skill training are a technicals training. The soft skill training are critical.
Issue related to IHRM
According to Deery and Jago, (2015)The company can face many issues in the working
environment for managing the staff member . One of the major issue is Cultural diversity. There
is a main issues regarding understand the people of other companies. The working people from
2

different location or from different culture background. This is the most influencing issue in
human resources in the culture of a country. This issue itself contain many things such as
language problem , religion problem , and many more. Jackson, Schuler and Jiang, (2014) tated
that Training and development issue is problem in the company for the HR to train the people
from other country location. The company providing the training to a people have to understand
the what person is understanding. Professional development help employee to earn their kill in
global marketing, international business and finance trend. In training HR might offer extra
training to the employee such as allowing them to attend network events and conferences, global
training seminars.
There can be many issues such managing the internation assignment which would be
manage by the people who are from other countries. The international management also have to
adjust themselves with employee . The should be discipline the company so that there is no
disturbance and the workers can do there work properly. The manager also have to understand
employee problem with the performance of the work from staff member. There can issue of the
development in a technology which can problem for the employee and staff member . These
issues mainly comes in the field of multinational company of the foreign country. It is also clear
that there is a cross cultural issue to understand the problem for IHRM. The issues regarding the
resources of the IHRM company productivity level to ensure the business in operating
effectively or not. The company always requires the information about the health and safety for
whatever the reasons would be. This helps the to keep the employee records. There are various
types of issues regarding IHRM they can be : change in management, leadership development,
benefits with health, staffing, success planning.
As per the view of Kramar, (2014) Change Management is major issue in international
human resource management in organisation. change of management represent a particular
challenge to the company. The changing management contains the overall changing of a system
in the company. The issue in this is that workers will have to understand the new management of
a company. An intensive focus on training may need to the development added to the
competencies to deal with the changing of management. Generally HR professional training and
development changes the management represent a particular challenge for the personnel
management. Change management can affect the people working in the organisation. Change of
the management system is also new for the worker who are joining in business firm. There is a
3

change of management technologies. The worker want to understand the technicals work
processing in the business.
Leadership development: This the biggest challenge for the management company. As
per the view of Morschett, Schramm-Klein and et.al, (2015) the leadership development needs to
be critically initiative . As per the view of Paillé and et.al,( 2014) IHRM manager faced the
essential structure , process, tools and point. Leadership play an effective role in the company
for the employee also and for the workers also. Leadership manage the people working in the
organisation. They use to cooperate with the staff member. Leadership development has been
identifies as critical strategic initiative in ensuring the right employee that can give the
performance to the organisation to gain a market position and that manager is ready to take on
the leadership role. Leadership develop a team to work in the form a group. The leader then give
the separate work to individuals member. Leadership development provides workers to work in a
proper way. They ensure that the worker is understanding what the leader wants to say.
Leadership is the important role of a leader in a IHRM management. This leader provide
motivation to the workers to work in the company so that they can understand the leader
motive .
HR Effectiveness Measurement: This profession also needs to major the result in term of
transmission management. As per the view of Routledge.Baum, (2015 ) the measurement is
significant a it represent the movement of the simply counting the numbers of individuals hiring
on long term bases. Maintaining the understanding of regulation and laws of hiring the workers.
Keep the record of workers up to date. As per the view of Shields and et.al,( 2015) Hr challenges
to identify the local level that is the companies should identify the skills of the person in how
they are working in the company. Prepare the complexities for hiring , managing the global work
force. This play an important role for the management of the organisation. The HR always focus
on the measuring their own effectiveness , there is an recognition that they can provide
organisational value by measuring the effectiveness of the whole organisation. There are various
types of challenges such as succession planning , learning and developing, staffing. There are
some of the shortages are being filled for the older staff members . Many entities are using HR
Work force planning. Companies are facing with the development to assess skills and create
training programs to fill the gaps after hiring the employee. In HR companies workers who are
playing important roles in the workforce. HR challenges when they conduct workforce planning
4

to understand the norms of of the laws and customs in each of the organisation where they
operates and ensure the workers legally. The issues for HR is to educate the manager on how to
take advantages of the cultural difference. Developing practice for promoting collaboration
among the workers and communicating values and policies across the country. HR make the
business for cooperates social responsibilities among the top challenges companies. The
challenges for HR is to gain a detail understanding of a local environment and their accepted
business. The business should be work in proper way so that management can manage the
balance in cooperating the work of a company. The issues become more complex when they deal
with a new worker. According to the Snell, Morris and Bohlander, (2015) Most the international
companies are global market place. The full forceof the globalization hit today's organisation and
clear there many cultural and human problems. This management is being ask to understand and
develop the multinational organisation leader to meet the challenges . The technologies such as
social media are very important for the recruiting , but this issues is to align thee new strategy
with the business goal. Manager should guide the people working in your companies . IHRM
major effort on the understanding the person maain motive to recall the person thinking what is
goingto tell the manager about the work in the business firm
Noe and et.al, (2012) according to compensation is very important for employees
motivations it is the right way to improving their skills . International human resources
management is also facing risk and challenging for hire wrong candidates Armstrong and
Taylor (2014)stated that Organisation must compensate for cost of living in the host nations,
they also providing financials services, heath care cost, educational allowances for their children
and housing assistance in host country. Bernardin, (2012) as per the author So organisation
feel burden of dual taxations and excise customs.
Cultural diversity according to Armstron and Taylor , (2014)working with people from
different nations or international the great effect of cultural background. This aspect is also big
issue in organisation some time people are not easy understand languages. Some new ides, new
ways of communication create many difficulties. Different culture is very big issues in working
environment. For example hiring a UK employees they have different ideas about the businesses
how can manage all human resources operations.Bernardin, (2012)as per the viewer It is not
easy to understand their working style. Cultural impact is not good for organisation it create
many problem like easy no mutual understanding with employees or employer and not easy to
5

implement their decision. The manager has to discuss about the person who can really
understand the language of the international companies located in the foreign countries. They
have know what all knowledge they can gain by this multinational companies so that they can
hire a particular person. This is the very hard for the manager to get on the right decision for
hiring tge best person to work in our company.
Internationally human resources management is refer to the managing all business
operations in smoothly manner but some create issue like cultural, compensations and training
and decremental. Bernardin, (2012) as per viewer point. These are the important aspect of the
businesses training help to improve their skills and knowledge. Cross cultural training of
employees it is easy to understanding and appreciate of host nations cultures people who
working in different nations. Armstrong and Taylor (2014)according to Managing human
resource department can be very complex and creating issues so they need to improved their
business strategies. Repatriation management is refer to the when e
expatriates back their home they have experience well skilled. so company must have adjust
some repatriation program for providing counselling to their employees for giving motivation
and sharing their knowledge ad skills. International companies always have problem for
understanding the person in which cultural they leave. The manager has a problem to train the
people of other countries how to explain the work to a people of a countries and gave
counselling to the person about what the project is telling to us . The process of working
internaal companies is very difficult for the other people of a country . They use to take time for
understanding the way of doing work in the field of the business.
CONCLUSION
From the study it can be concluded that IHRM is a complex process and it is helpful in
managing employee at global level effectively in the organisation. The issues comes in the
IHRM functions are selection , training and development , benefits and compensate and
performance. It can be solve by understanding the people of other culture and of other countries.
IHRM focuses on the managerial responsibilities. It plays an important role in holding subsidiary
together globally and also facilitating different subsidiary in serving functionalities for
operations to perform globally whenever it it require for the international management of the
company.
6

7

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and et.al, 2018. Introduction to human resource management. Oxford
University Press.
Baum, 2016. Human resource issues in international tourism. Elsevier.
Bernardin, H.J., 2002. Human resource management: An experiential approach. Irwin
Professional Pub.
Chelladurai and Kerwin, 2017. Human resource management in sport and recreation. Human
Kinetics.
Clark and et.al, 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences.113(17) pp.4615-4622.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices.Journal of World
Business.49(2).pp.225-235.
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.
Dowling, P., 2008.International human resource management: Managing people in a
multinational context. Cengage Learning.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management 25(8) pp.1069-1089.
Morschett, D., Schramm-Klein, H. and et.al,2015.Strategic international management (pp. 978-
3658078836). Springer.
Noe, R.A., Hollenbeck, and et.al, 2006. Human resource management. China People's
University Press.
8

Paillé, P., Chen, Y., Boiral, O. and et.al, 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
pp.451-466.
Routledge.Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015
reprise. Tourism Management.50.pp.204-212.
Shields, and et.al, 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.
Stone, and et.al, 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Taylor, S., Beechler, S. and Napier, N., 1996. Toward an integrative model of strategic
international human resource management. Academy of Management review, 21(4),
pp.959-985.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective.
Wehrmeyer, 2017. Greening people: Human resources and environmental management.
Routledge.
9

10