International Human Resource Management: HR Manager Responsibilities

This report delves into the crucial responsibilities of a Human Resource (HR) manager within an international business context, using the Boston Consulting Group as a case study. It highlights the HR manager's pivotal role in employee management, training, and fostering global collaboration to achieve organizational goals. Key responsibilities discussed include providing training and development to equip employees with necessary skills, fostering global teamwork, working closely with other department managers, building effective teams, and ensuring professional development opportunities. The report also emphasizes the significance of compensation and benefits, legal compliance, and effective recruitment and training processes. The conclusion underscores the extensive and vital nature of the HR manager's role in driving international business success.

International Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Responsibility of a HR manager in an enterprise........................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................3

INTRODUCTION
Human resources are the individuals who make workforce of an enterprise and
sometimes known as human capital of a company. Function of human resource management is
perform by human resource department of a organisation which include management of all
activities of workers to achieve set goals and objectives (Harzing and Pinnington, 2010).
Manager of human resource department play an important role in this and contribute a lot in
success of an organisation. Boston consultancy group one of the top consultancy firm is taken
under this report for study. Contribution or responsibility of a HR manager in international
aspects of a company is all mention under this report.
Responsibility of a HR manager in an enterprise
Human resource manager of every organisation play an important role and contribute a
lot in success of every firm because he is the only one who guide and provide direction to
activities of employees to achieve set objectives (Meredith Belbin, 2011). HR manager influence
employees to give their best and help in get their support during implementation of any strategy
or decision in enterprise. Employees are on of the valuable assets of every enterprise because
these are the one who make and final products and services for client of any enterprise. Role of
employees become more important when it comes to an service based or hospitality enterprise.
In a service base industry employees directly interact which final customers and it become more
essential for them to behave in a effective manner to offer effective services to customers.
Management of human resources in an effective way for execute business activities at
global requires ability to respond quickly and cultural awareness in a fast changing business
environment (Jiang and et. al., 2012). Basically HR handle the process of firm such as
recruitment, interview, training and development of workers to achieve business goals. These are
the one who formulate policies and process to build a fair working environment. Management of
employees at international level require motivate and inspire them to work collaboratively.
As a human resource manager in Boston consultancy group, responsibility of HR in international
aspects of firm, can be understood by following points: Provide training: Managers of human resource department build and maintain a
productive environment by ensure that workers have required knowledge and skills to
fulfil set objectives (Bulgurcu, Cavusoglu and Benbasat, 2010). Managers are the one
who conduct training programmes for workers to make them learn about required skills.
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This ensure comply with all rules and regulation of government. It is very essential for
HR managers of Boston consultancy group to offer effective training to its workers so
they can offer services to their clients as per their specific requirements. Fostering global collaboration: Due to increase internationalisation managers of human
resource department focus more on team work rather than individual work. They care
more about profitability, economic survival and competitive advantage (Schuler, Jackson
and Tarique, 2011). Now the function of human resource manger is not restricted to just
recruitment and selection of workers but now they deal with concern such as reduce
employee attrition, increase their participation in decision making process, control health
cost and many more. Work with managers: Traditionally, human resource managers of company was focused
to administrative tasks of a company such as hire and recruit employees without any
kind of participation from managers of other departments. Due to increased global
business, now human resource managers work as a business partner to orient new
workers at workplace. Due to increase complexity of business operations every
department wants specialised personnel to complete their assign tasks. That's why it is
very essential for managers of human resource department to cooperate with manages of
other department. Building teams: Managers of firm who encourage and support business operations on
international level are responsible to ensure effective team work. This can be done with
the help of conduct team building workshops, motivate workers to achieve set goals,
promotion for acceptance of cultural diversity as this will build strong teams in company. Professional development: Provide opportunities to workers for their eduction and
growth on individual basis is known as professional development (Stahl and et. al.,
2012). Boston consultancy group must provide these opportunities to their employees by
sponsor them to attend trade shows, external training programs and by visit conferences.
This will help worker in fell that he or she is a vital element of enterprise and will benefit
enterprise by add new skills in its workers. Compensation and benefits: As per thee concept of globalisation now HR manager of
firm are liable to adapt new ways to offer benefits to employees working in enterprise.
Benefits such as flexible working hours, extended vacation time, and telecommuting all
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are the new ways to influence existing workers and to retain and attract new skills and
capable workers. Balancing benefits and compensation of employees for workforce of
company is one of the essential function of HR as this is very sensitive to fulfil different
needs and wants of individuals. Ensure legal compliance: One of the most important function of human resource
manager is to ensure legal compliance with exist tax and labour law as it is a vital part of
existence of every organisation. State and local government of every nation in which a
company operates impose some kind of rules on companies like working hours of
employees, minimum wage rate and about discrimination. Being aware about these
regulation and working on them to keep the enterprise legal all the times is a essential
role of human resources.
 Recruitment and training: Attract, hire and retain a skilled workforce is one of the most
important and basic function of human resource manager. Various elements are included
under this from develop an job description to offer them salary and benefits. Managers of
Boston consultancy group must identify the value of their workers. Function of training is
amplified for an enterprise when company execute its operation on a global level in
different number of locations.
CONCLUSION
From above information it can be concluded that role of HR in a enterprise is very large
and wide. It is very essential for HR manager of Boston consultancy group to perform all roles
and responsibilities in an effective way so firm can execute its operation on international level.
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REFERENCES
Books and journals
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Jiang and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Stahl and et. al., 2012. Six principles of effective global talent management. Sloan Management
Review. 53(2). pp.25-42.
Online
Functions of a global human resource manager. 2017. [Online] Available
through<http://smallbusiness.chron.com/five-main-functions-global-human-resource-
management-61538.html>./ [Accessed on 17th October 2017].
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