Assessment 2: Individual Presentation on HR Practices

This presentation analyzes three key HR practices crucial for the success of international businesses. The first practice, cultural diversity, emphasizes the importance of a diverse workforce and the need for inclusive recruitment, monitoring, and feedback mechanisms to foster a positive work environment and leverage the benefits of varied perspectives. The second practice focuses on performance analysis and opportunity, highlighting how organizations can maintain employee retention by providing growth opportunities, utilizing tools like 360-degree feedback and KPIs to assess workforce productivity, and aligning individual goals with organizational objectives. Finally, the presentation underscores the significance of training and development in equipping employees with the necessary communication, technological, and professional skills to navigate the challenges of globalization, improve efficiency, and achieve a competitive advantage. The presentation concludes by synthesizing these practices, emphasizing the HRM's role in adapting to changing business landscapes and driving organizational growth through strategic policies.

3 most important HR practices
for an Assessment 2: Individual
Presentation
Three most important HR
practices for an international
businessbusiness (IHRM
practice 1 )

TABLE OF CONTENT
 INTRODUCTION
 Synthesis of key issues
 CONCLUSION
 REFERENCES

INTRODUCTION
 International HRM refers to the all policy, procedure and practices
that are use by Human resource of the company for expanding
business.
 Report highlight about three important practices that are use by HR
department of United Kingdom’s industry for globalizing business.
 It emphasizes on cultural diversity, performance analysis &
opportunity and Training and development by HRM and its impact
on growth of the organisation.
 Cultural diversity would also be analysed in this project in context
to the international HRM.
 How training and development can enhance the overall HRM
outcomes in international business context would also be
highlighted in this project.

CULTURAL DIVERSITY
 There are various organization started expanding business in different part of world and in that
HRM practices support necessary.
 Cultural diversity can be defined as workforce from different background, gender, and religion
etc. that work in the organization and contribute in its growth (Brewster and et.al., 2016).
 Recruitment and Selection of employees
1. In international business management, Human Resource team of the organization hire
employees from different background and areas.
2. It helps in maintain diverse workforce in changing business.

CONTINUE….
 Monitor and Control diverse workforce
1. Company faces number of challenges in
monitoring and controlling diverse workforce
and it can only be possible with the help of
HRM proper practices.
 This department use various kind techniques
to increase interaction level such as organizing
various kinds of cultural programs so that
people respect each other at workplace
(Reiche, Harzing and Tenzer, 2018).

CONTINUE…
 Feedback and Suggestion
 HRM of include workforce in decision making
as well as in framing policy of organisation so
that they feel part of firm and on the opposite
side company will able to take right decision on
time (Ayentimi Burgess and Brown, 2018).
 Key legislation
1. There are various kinds of acts and laws are
passed by British parliament in order to
support equality and diversity practices at
workplace.

CONTINUE….
 This kind of practices and procedure can
contribute in maintaining cultural diversity at
workplace firm will be able to gain higher output
in changing business (Cooke and et.al., 2019).
 Human resource department of the organisation
framed various kind of policies associated with it
so that employees remain motivate.

CONTINUE….
 Advantage
1. It improve workplace environment and people from
different culture share their experience which contribute
in growth of the firm
 Company can able to achieve higher target in
globalization of business (Almond, 2016).
 Disadvantage
1. Personal difference can become barrier in growth of the
firm

Performance Analysis and Opportunity
 In the organisation people work hard for increase chances of
growth.
 Maintain retention rate
1. Employees remain in the organisation if they are getting
opportunity and promotion for their contribution
(Mahmood, Absar and Uddin, 2018).
 Analysing workforce productivity and quality
1. HR management use various kinds of tools in analysing
performance of workforce that help in giving right
opportunity and growth such as 360 degree feedback, Key
performance indicator (KPI).

CONTINUE…
 Advantage
1. It helps to choose right person for the job and also increase loyalty of
employees.
2. Company will able to increase quality, efficiency and productivity of
the workers.
 Disadvantage
1. Large amount of money invested in focusing on personal growth of
the employees.

Training and development
 Globalization require workforce that can work as per
changing style of business and prepare ready for
upcoming challenges.
 Communication
1. Employees and management in globalising business need
to meet and talk various kinds of people and it can only
possible with effective communications skills.
 Technological
1. United Kingdom is technological advance country and
hence a worker of different industry has to ready for
quick changes in technology.

CONTINUE…
 Profession Development
1. It becomes important for the organisation to
prepare workforce for changing business and need
to develop professional quality.
2. Human resource management of various
organisations time to time provide various types
of training and development programs which
help firm in gaining competitive advantage in
changing business.