Criterion of International Human Resource Management (IHRM)

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
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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
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