Practicing Strategic Human Resources

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
STRATEGIC HUMAN RESOURCE MANAGEMENT
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STRATEGIC HUMAN RESOURCE MANAGEMENT1
Introduction
A newly internationalizing organization can have a competitive advantage, considering
the pool of employees. At present, the organizations are rapidly shifting towards the international
platform for conducting business on the national platform. So, as a result, there is a need for the
growing demand for managing employees on the global platform (Bailey et al. 2018). Effective
management of the worldwide employee stands out to be significant determinates for the overall
success or either failure in the case of international ventures. The growing challenge is all about
procuring, train along with retaining the employees for most of the global firm (Torrington et al.
2009). IHRM aims to play an essential role in the instance of the proper management of
employees who belong from different geolocation and countries. IHRM can be defined as the
method of training, employing, developing, and compensating most of the employees in both
international and global firms (Kehoe et al. 2019). Most of the MNCs come up with a
considerable number of businesses in many countries. It is managed by different headquarters,
located in various countries.
In the following pages of the essay, an idea has been provided concerning strategies and
approaches required for an internationalizing organization. It helps in preparing and training a
group of employees who work in the oversea location on a project lasting in more than a single
year. The next section of the essay deals with specific challenges which the employee face at the
time of working on an abroad platform. The last part highlights how HR practices can assist in
coping with different difficulties.

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Strategies and approaches for a new internationalizing organization for
training group of employees
At the beginning of the 19th century, the whole concept of HRM comes into the picture.
But the entire idea of IHRM stands out of recent origin. As a result of international increased
trade and growth of globalization over the last few years has given rise to this branch of HRM
(Martin et al. 2016). It deals with some of the typical functions of HRM, like selection, training,
development, and recruitment and performance appraisal. International HRM is all about
understanding a different kind of issues which arises from the international business. It
emphasizes on a certain number of HRM strategies, practices, and policies which the
organization purse concerning the global market.
IHRM is all about the management of different kinds of human resource activities in the
global firm without considering different geographical boundaries. It is a way for allocation,
procurement, and effective use of human resources in the domain of international business
(Wright and Ulrich 2017). It addresses three kinds of dimensions like social activities, employee
type, and country of operation. Some of the fundamental processes of human resource
management are inclusive of procurement, development, compensation, and management of
performance. The first group of variables comprises different kinds of employees, which are the
host country, parent company, and third national organization. The overall success of business
and trade entirely depends on both the skill and quality of human resources (Torrington et
al. 2009). The mere focus is on how the funds are wholly managed and used at an international
level.
In the current scenario, there is a large number of organization that conducts right beyond the
boundaries of the nation (Martin et al. 2016). All the differences in the modern organizational

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environment have been encouraged so that it can develop international staffing. On the global
platform, there is a need for analyzing staffing development, compensation, and HR appraisal.
International human resource management stands out to be a method of managing different
people on international ventures (Zehir et al. 2016). It requires the involvement of two nations.
The point needs to be addressed as the success of the business entirely depends on specific skills
and human resource quality. It merely addresses the point that how resources are being managed
and used at an international platform.
 It merely focuses on the development of managerial skills, technical capabilities, and
knowledge of the organization (Obeidat et al. 2016). It only focuses on HR managers and
employees.
 It helps in developing better operations of the business on a global platform.
 It helps manage, secure, and compensation for the career path of different employees.
 There is a need for managing and organizing a complete cultural and training program for
language.
 It has more options for global HR scenarios.
 To come up with much better competitive HR strategies on the global platform.
Best approach and its reason
International posting stands out to be a bit complex and even carry out a lot of pressure
along with these. In many cases, it is seen the same job require a different kind of skill in many
locations (Allui and Sahni 2016). For an employee to succeed on the global platform, the overall
selection process needs to be completely rigorous.