BMP6003 International HRM: Top HR Practices for Global Business

This presentation outlines the three most important HR practices for international businesses: hiring the right people, employee management, and compensation and benefits. It critically analyzes the pros and cons of each practice, synthesizes key issues in International Human Resource Management (IHRM) such as cultural misunderstandings and communication barriers, and proposes solutions to overcome these challenges. The presentation concludes that effective IHRM practices are crucial for organizational success in the global arena, emphasizing the importance of a well-supported and prepared international workforce. Desklib offers a wealth of resources, including past papers and solved assignments, to further support students in their understanding of IHRM.

BSC (Hons) Business Management
(Top-up)
BMP6003 International HRM

Assessment 2: Individual Presentation
Three most important HR practices for an
international business
Name:
ID:

Contents
 Introduction
 3 Most Important HR Practices for an International Business
 Synthesis of Key Issues in International HRM
 Solutions to Overcome Those Issues
 Conclusion
 References

Introduction
 Human resource refers to the human elements or people and Human resource management refers to the
various functions related to selection, recruitment, training and development, orientation and placement,
promotion or career growth opportunities, performance appraisal, and remuneration to people working
within an organization.
 Human resource management also deals with human resource development that consists of performance
appraisal, training and development, and growth opportunities for the people of the organization (Affam,
and Ezechi eds., 2019).
 International Human Resource Management consist of the Similar HR practices but their application is
quiet different.

3 most important HR practices for an international
business (IHRM practice 1 )
International Human Resource Management
(IHRM) may be referred to as a combination of
activities that are focused on human resource
management at the global, multinational or
international level. It strives to fulfil the
requirements and targets of the organization
and attain competitive advantage over
competitors that are present at at national and
international degree (Afonso and Chaminé,
2019)..

Continue
Hire the Right People: Employees are the most important assets of an corporation. the primary important
practice as an HR within international arena is to hire and acquire people whose beliefs align with the goals of
the organization. The selection and hiring of best suitable employees maximizes productivity and frame a
fitting lifestyle and morale at the workplace (Bradley ed., 2019).. as a result of hiring the right people for a
given job role is one of the important international HR practices.
Critical Analysis (pros and cons)
Aspects Benefits Disadvantages
Hire the Right People • Extended productivity
• Enhanced worker engagement
• Cultural literacy
• Lack of people who have capabilities
• Involvement of huge Finances

3 most important HR practices for an international
business (IHRM practice 2 )
Employee Management: After hiring, comes employee management. it is a holistic technique that allows
personnel carry out their great to achieve the set goals (Latemore, 2019).
 Control employee overall performance: employees like to get evaluated, get comments for his or her work.
It makes them recognize what is expected of them and shifts their recognition in the direction of that.
Critical Analysis (pros and cons)
Aspects Benefits Disadvantages
Employee Management • Control employee overall
performance
• Employee Engagement
• Managing employees from different
origins is difficult.

3 most important HR practices for an international
business (IHRM practice 3 )
Compensation And Benefits: Compensation, incentives, and benefits make your personnel feel recounted and
favored. as a consequence, it is one of the crucial worldwide HR practices to comply with.
 fair reimbursement: exquisite workers deserve splendid repayment. honest repayment motivates your
employees to maintain their precise work and to even outdo their overall performance.
Critical Analysis (pros and cons)
Aspects Benefits Disadvantages
Compensation And
Benefits
• fair reimbursement
• extra advantages
• Creates Extra costs
• Lowers the motivation of other
employees

Synthesis of Key Issues IHRM
 It’s too easy to accidentally spoil International
legal guidelines
 Cultural variations purpose professional
misunderstandings
 It’s hard to create an worldwide human
Relations
Centralized tactics – for focusing on the
relationships
The language obstacles make the
communications harder (Ezugoh and Mbonu,
2021)

Solutions to Overcome These Issues
Keep in mind that organization’s workforce is their most valuable asset; consequently, enterprise must cowl this
factor too (Kurniaty, 2019). Companies will have an in-residence HR crew making the necessary obligations to
put together the employees for going to send to the new departments internationally.

Conclusion/Summary
It has been obtained from the above presentation that Human Resource management activities are very
important for an organization. In reference to the international human resource management IHRM various
human resource practices must be considered. These IHRM practices involves hiring right people, employee
management, compensation and benefits that have been explained in the Presentation. Moreover, it has been
discovered that various issues are also face in IHRM activities that must be considered and solutions must be
prepared for enhancing international human resource management activities.

Reference List
• Affam, A. C. and Ezechi, E. H. eds., 2019. Handbook of Research on Resource Management for Pollution
and Waste Treatment. IGI Global.
• Afonso, M.J. and Chaminé, H.I., 2019. Environmental hydrogeochemistry assessment as a tool for
sustainable hydromineral resources management (Entre-os-Rios thermal baths, NW Portugal). Sustainable
Water Resources Management, 5(1), pp.147-159.
• Bradley, K. ed., 2019. Human Resource Management: People and Performance. Routledge.
• Ezugoh, T.C. and Mbonu, O.A., 2021. Determination of Human Resource Management Strategies Enhancing
Academic Staff Job Commitment in Colleges of Education in Delta State. International Journal of
Educational Management, 19(1).
• Kurniaty, R., 2019. Marine resources and fisheries management based on local wisdom: The application of
the customary law of Serdang Sultanate, North Sumatra. In Culture and International Law (pp. 284-291).
CRC Press.