6003 Assessment 2: HR Practices in International Business

This presentation, created for a Human Resource Management course, analyzes the three most important HR practices for international businesses. The presentation begins with an introduction to Human Resource Management (HRM) and its role in achieving organizational goals and addressing employee challenges. The core of the presentation focuses on three key HRM practices: recruitment and selection, learning and development, and performance management. Each practice is defined, its advantages and disadvantages are discussed, and its importance in a global context is highlighted. The presentation includes a synthesis of key issues, such as competition for talent, technological advancements, and data-driven HR practices, before concluding that effective HRM, encompassing these three practices, is crucial for managing employees and achieving business success in the international arena. References to relevant literature are included.

6003

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

Table of Content
INTRODUCTION
BEST HR PRACTICES
RECRUITMENT & SELECTION
LEARNING AND DEVELOPMENT
PERFORMANCE MANAGEMENT
SYNTHECIS KEY ISSUES
CONCLUSION
REFERENCES

INTRODUCTION
Human Resource Management can be
defined as a department of an
organization which is responsible for
performing various activities related to
the people working there for the
purpose of achieving better
performance. Along with this they are
responsible for avoiding any challenges
which are faced by any employee in the
organization

Most Important HR practices for an
International Business
 Recruitment and
selection
 Learning and
development
 Performance
management

Recruitment and selection
 It can be defined as a
process of selecting right
person at right place with
the right skills and
knowledge. Every
organization wants to
complete the work in an
effective way for the same
purpose they require lots
of talented skilled and
knowledgeable employees
in their organization
(Rajhans, K., 2018).

Advantages and Disadvantages
of Recruitment And Selection
ADVANTAGES
 Strong pool of
candidates
 Proactive strategic
alignment
DISADVANTAGES
 Higher cost
 Recruitment
processes is not
always efficient

Learning And
Development
 Another important practice
of human resource
management is a learning
and development. They
work for allowing the goals
and performance of
employees within the
organization. Human
resource management of
Marks and Spencer has
prepared 18 of Learning and
Development which is
managed by their manager
(Stankevičiūtė, Ž. and
Savanevičienė, A., 2019).

Advantages and Disadvantages
of Learning and Development
ADVANTAGES
 Helpful in adoption of
new techniques
 Maintaining skills and
knowledge
DISADVANTAGES
 Waste of time and
money
 Too much theories

Performance
Management
 Under this process aap
performance sheet of all the
employees working in the
organization have been
prepared by the management
for the purpose of knowing
about their performance. If
the organization is planning
for arranging training and
development programs for
their employees they have to
do first analysis of
performance of their existing
employees (Hölzl, L., Berger,
S. and Bruch, H., 2020).

Advantages and Disadvantages
of Performance Management
ADVANTAGES
 Clear chain of
command
 Provide opportunities
DISADVANTAGES
 Discouragement
 Time consuming