The Impact of Human Resource Management on Environmental Performance

The essay delves into the intricate ways in which human resource management (HRM) affects environmental performance at the organizational level. By analyzing an employee-centered approach, it explores how HR practices such as training, incentives, and corporate culture can drive sustainable business behaviors. The discussion is grounded in the findings of a specific study that demonstrates the positive correlation between effective HRM strategies and improved environmental outcomes. Furthermore, this analysis considers broader implications for businesses aiming to enhance their sustainability initiatives through strategic human resource management.

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International Human Resource Management
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International Human Resource Management
Contents
Introduction.................................................................................................................................................3
Trends and challenges faced by MNC’s......................................................................................................3
Technology..............................................................................................................................................4
Education.................................................................................................................................................4
Mobility...................................................................................................................................................5
Impact of HRM issues on the business corporation.....................................................................................5
Conclusion...................................................................................................................................................6
Recommendations.......................................................................................................................................7
References...................................................................................................................................................7

International Human Resource Management
Introduction
The emergence of the concept of globalization and liberalization enhanced the significance of the
and also became the reason for opening MNCs (Al Ariss & Sidani, 2016). The term
multinational corporation has been concerned with the execution of the operations and all the
functionalities on the global level. The multinational corporations have a diversified range of
working environment with numerous dimensions. The multinationals are utilizing contemporary
means for developing distinct identity in the market. This all has initiated the global and
economic business which has made some effective and positive developments with time.
Managing the human resource has been considered as an integral task for the business entity so
as to sustain development on global grounds (Armstrong & Taylor, 2014). The profit margins
can be high on a global level, whereas, if the same went wrong then this can have some adverse
effects over the organization. Due to the intensification in the competitive environment it has
become mandatory to keep all the available resources intact and this will aid the entity in
managing the core operations properly. Amongst all the resources the human resource is the
most precious and managing the same will offer number of profitable grounds to the business.
There are numbers of issues which are facedby the HR managers and also affect the growth of
the organization.
The report further comprises of the key trends and challenges which are confronted by the
business entities in the global environment (Bhatti & Ahsan, 2016). The main objective of the
presented report is the execution of the analysis of the current trends and issues faced while
managing human resource on global grounds. Further the impacts of the same on the business are
also discussed. Recommendation for bringing improvements and due to this the HR manager will
be able to sustain the growth and development of the business corporation.
Trends and challenges faced by MNC’s
The truth of the matter is genuine that the world is currently all the more transforming into a
global business which drives monetary development for the nations all over the globe. There are
numerous of trends which are continually noted in the ranges like, innovation, training,
employees, economies, and communication and so on (Brewster et al., 2016). This all leads to
the development of international business prompts high level of financial change and a
developing number of members in the business. Likewise, unpredictability and vulnerability
expanded with the impact. Various customary methodologies moved with the guide of global
instatement of business process.
The shift in the age group of the labor force working for the multinational corporation has been
presented as the biggest trendwhich has been observed in managing the human resource.
Moreover, the business entities are also becoming more culture oriented and has started societal
concepts on priority (Cascio & Boudreau, 2016). A growth in the sector of education and
technology can be considered as another remarkable trend. The diversity has been increased for
both aspects and due to which number of aspects are changing their faces. Mobility of resources
has been considered as another resource and currently on which the international business
corporations are focusing. Carrying on the mobility function effectively has been considered as
an integral operation for any of the business corporation. This trend plays a significant role as

International Human Resource Management
aids in deciding the motivation level of the workforce in the business entity. All of the above
mentioned trends play a crucial role in stimulating the activities of the business (Clark et al.,
2016). And this is the reason for managing the same in the business corporation for gaining
competitive edge in the international market. The below analyzed are the key challenges:
Technology
The term technology has been considered as the mechanism or a tool which assists the entity in
the business process and also aids in implementing, innovating creative idea within their
organization. This concept has been considered as the most rapidly changing aspect and which
also offers a wide range of advantages to the business corporation. Gaining the competitive edge
has been considered as the basic and most significant requirement for the global businessfor
sustaining in the market (Cooke, Veen & Wood, 2017). And this can be done only through the
utilization of technological advancement and contemporary means. The concept of technology
implementation will aid the business entity to transform the employment market; the
organizational structure in which the employees are prevailing and the same has been
considering as a trending concept which is constantl0 changing with the era. And hence, the term
technology has been regarded as one of the integral trends in the concept of international human
resource management. It has also been observe that there can be adverse effects on the state of
the organization if the approaches of technology is not applied adequately and the same can
come-up as an issue.
Further if the concept has been considered under discussion on the negative aspects then the first
one in the list can be that the power of IT has been developing as a challenge for the human
resource who is working on manual basis (Dalton & Bingham, 2017). The technology has
become the reason of issue for the human resource as it is replacing the jobs of normal people
and rising as a permanent loss of jobs. There are also some issues to the international business
while managing the business as it have narrow and specific skills implemented in them. The
technological up-gradations are very rapid and fast-changing which are making it more difficult
for some of the business corporation. The adoption of same has been proven very much difficult
as the outdated business. One of the biggest difficulty has been come-up with this concept is that
adoption of the technology in the operational process is tough and it is more tough to re-educate
the same technology to the workforce within the business organization. The same has been
proven as a burden when it comes to implementation in their management system. Elimination of
the job opportunities has come-up as another challenge which the business entity faces with the
advancement of technology in the organizational structure (Dickmann, Brewster & Sparrow,
2016). As by making use of technology and advancements in the operational processes will
minimize or eliminate the manual work.
Education
One of the essential factor and an integral player which contributes and assistsin the growth of
the business organization is the term education. Be that as it may, now and again it might goes
about as a test for the worldwide business process (Farndale et al., 2017). Education encourages
the multinational organizations to give answers for the demographic HR caused by the
organization; it goes about as both advantage and danger to the organization if not utilized
astutely. Discussing the education going about as a risk to the association, the way that should be
noted is that quite recently like innovation; training is a continuous procedure, which is changing

International Human Resource Management
each day. Thus, there is no restrictions to the way toward securing training, that if a man gets a
breaking point of instruction then they are met all requirements to carry out certain occupation.
Training is an assorted field which continues changing, alongside which another test identifying
with education is distinction in educating style (Kaufman, 2016). It alludes to the way or process
in which individuals achieve training, as in a MNC a large portion of the general population who
are utilized for the activity are exile which symbolizes that their place from which acquired
education was also different. So distinction in training style can prompt contrasts in the
administration of the organization too. Outlining to the above explanation it should be said that
distinction in education can prompt social contrasts also. All formal and expert individuals
utilized in the organization would have their purpose of distinction of feelings because of
differences in their lessons.
Aside from that discussing the work environment learning, it should be noticed that now the
working environment learning has formed into a more extensive setting because of which it ends
up noticeably troublesome for expatriates to embrace the progressions appropriately (Kramar,
2014). The kind of capability gave in various foundation is unique and the work offered in an
association is extraordinary. Along these lines, if the worker's mental aptitudes are satisfactorily
created by the profile of the work then it can go about as an issue of the association.
Mobility
The concept has been concerned regarding the mobility in international human resource
management. The concept makes the identification of the portability of human resources in a
multinational firm. Clarifying the statement, this term incorporates the progression, reductions,
and exchange of human resource within the business organization. It is mandatory to satisfy the
employees with the type of services they offer (Nickson, 2013). For example, if a
regionalemployee of US is exchanged with an Australian for their future profession period,
authorization of the employees is vital in light of the fact that if the employee isn't happy with
such choice of the organization then it can disapprovinglyaffect the working environment of the
business entity. Along these lines, it is an urgent choice which the firm needs to bring with the
salutation of the workforce of the entity. In this way, if the choice of mobility isn't taken
sufficiently in an association at that point can make issue for the organization in overseeing
human resource of the entity (Paillé et al., 2014). Aside from that, the organization needs to
legitimately take the choice cap which staff needs to go at the diverse outlet of the organization
and who needs to remain in a same office.
Motivation of the employees, authoritative responsibility, and employment fulfillment are the
most vital angles because of which an individual plays out their activity viably and effectively.
Thus, if an employee is exchanged to another unit of the firm then the activity fulfillment level
can diminish which can influence the condition of the association.

International Human Resource Management
Impact of HRM issues on the business corporation
All the operations of human resources are directly connected with the business organization
and any of the change in the same will impose many impacts on the growth of the international
business. The below presented are the impacts of HR activities on the multinational corporation:
 Considering the effects of mechanical advancements on the development of business are
that, the employees of the organization began getting demoralized as they were not able
to cope-up with the innovative changes occurring in the inner administration of the
organization (Reiche, Mendenhall & Stahl, 2016). The senior age individuals utilized in
the organization thought that, it was hard to adapt the innovation originating from various
parts of the world. Aside from that, expatriate can't roll out them to comprehend with
respect to the improvements. The typical employments of the general employees were
likewise replaced due to this impact. In spite of the fact that I went about as an advantage
for the organization on a similar hand this procedure additionally drained the human
resource management of the organization. Further in addition, another mediums in which
the technology affected the operations and practices of human resource management is
that, as this procedure exhausted in the quantity of employees working in an association
and the general population who had routine occupations in their business, because of this
loss of employments an awful impression of organization might win in the market
(Renwick, Redman & Maguire, 2013). As the ex-workers of the organization would
discuss the incensed mechanical development and the less employer stability odds of the
employees in the organization and which would lead to develop a bad image of the firm.
 Another viewpoint which influenced the global human resource practices in an
association is education. This angle discusses the cultural disparities prevailing in the
employees within the business corporation (Sekiguchi, Froese & Iguchi, 2016). As all of
the employees or the individuals have taken their lessons from various foundations
because of which there is a distinction in considering and appropriateness of hypotheses
in an association. Because of which the employees will have conflicts, as all individuals
have their distinctive purpose of feelings. Another issue in the association comes when
the skilled individuals discuss a few speculations which the accomplished employees of
the organization can't comprehend as there are changes in the courses (Sheehan, 2014).
Because of this procedure, a few workers of the organization may feel troubled which can
go about as an issue of the organization. Training opens the psyche of individuals and it
additionally enhances the ability to comprehend things (Wilkinson & Wood, 2017).
 Mobility of the employees is the last issue which comprises of the transfers and
promotions and the same play an integral role in motivation and demotivation of the
employees (Wilton, 2016). As if the transfer of the individual is with their will then they
will be motivated and respond positively towards work and company.

International Human Resource Management
Conclusion
In the limelight of the above executed analysis it has been concluded that in any of the
business organization the concept of human resource management has been considered as a big
concern. The business entity has been facing a number of issuesdue to the same and it is the duty
of the HR to manage the required operations and practices so as to offer solutions over the issues.
Recommendations
The engagement of the HR managers is recommended on priority so as to minimize the varied
differences in the human resource.
Mobility should be done as per the will of the employees which will bring an enhancement in the
dedication and interest.
Training sessions should be offered to the employees so as to upgrade their skills and potential to
work internationally.
Satisfaction of the employees should be considered at top priority and for which some incentives
and reward system should be introduced.

International Human Resource Management
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