Transforming IHRM in MNEs: Strategies for a Post-Pandemic World

This essay examines the implications of the COVID-19 pandemic on International Human Resource Management (IHRM) functions within Multinational Enterprises (MNEs). It discusses the need for rethinking global teams, virtual collaboration, international assignments, and flexible working arrangements in the current and post-pandemic business environment. The essay highlights the importance of building collaboration with employees, addressing stress and mental health issues, and leveraging virtual communication technologies. It emphasizes the role of training and development programs in enhancing employee skills and fostering a collaborative culture, with examples from companies like Tesco and Unilever. Furthermore, the essay explores the benefits of flexible working arrangements, including improved employee morale, retention, and productivity, as well as the positive impact on global ecology by reducing carbon emissions.

INTERNATIONAL HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Literature Review........................................................................................................................3
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
The present report will discuss about the impact of Covid – 19 on multinational company
and employee engagement. Along with this, it will also describe the impact of pandemic on
training and development on employee in order to build collaboration. Covid – 19 has major
impact on international and local market and due to that there was huge decline in the world
economy as most of the company was shut down as it was facing loss. Along with this,
companies like travel and multinational contribute in building the economy of the country as
well as allow other business to sustain in the market. In the time of pandemic there were various
policy implemented by the government of many countries in order to be safe form the virus. The
policy such as restriction trade has affected multinational company sale and due to this it was not
able to sell their product to other international customer. It has created negative impact on the
organization performance as well as growth. Moreover, there was no trade within the domestic
market as only essential need store had permission to open their store. Along with this, policy
like lock down for various months has damage the domestic market of the country (Achiume,
Gammeltoft-Hansen and Spijkerboer, 2020). In addition to this, due to pandemic the travel
industry has faced major loss as there was drastic change in the customer taste and preference
and it was a general focusing on buying the essential products as well as less expensive. In
addition to this, due to pandemic there was high employee turnover rate as most of the
employees was leaving the country or has been fired by multinational country. Due to less
employee most of the MNC has face difficulty in building their performance in the market.
Literature Review
Human resources management in Multinational company
One of the most important aspect that organization has to work on while dealing with
pandemic is to build collaboration with employees. As it was very hard due to poor performance
of firm most of the workers were leaving the job and due to work from home policy most of the
employee has faced issue such as stress (Wu, Chang and Sun, 2020). Because of lack of
motivation most of the workers were not able to give their best and due to that company
performance has declined.
Along with this, in order to connect with the subordinate, the Human resource department
has played important role as they come up with innovative idea. Although Strods, Berka and

Linney, (2021)has describe about IHRM that mean International human resource management.
International business also requires to hire, train and motivate their workers so that it ca
effectively utilize their services at all level of functional unit. Such as at foregone department
unit plans as well as corporate office. In addition to this, the main function of HRM is
procuring, allocating and effectively utilizing human resources in international business.
Although it concerns with identifying understanding the way MNC’s need to manage their
geographical dispersed workforce as well as to leverage their resources in order to gain global
competitive advantage. The pandemic has produce uncertainty which has affected the mental
health of people all across the world. Although health risk has also increase in the pandemic and
it has created ways of working remotely and it has built the fear of recession and state of
uncertainty in economy. Moreover, in stress, reduced state, employee has faced difficult time
working effectively in different countries as well as people from different background and
culture has created high unfamiliarity. Thus, IHRM has to take innovative idea like work from
home or giving them more monetary benefits in order to deal with this issue faced by the
employees.
Although human resource management has taught that some employees are naturally
better in managing stress while other can face difficulty to make better decision while in stress.
Bohman and et.al., (2021) has define that employee with higher tolerance of ambiguity are less
likely to experience negative effect of stress and create high uncertainty. Although employee wit
positive attitude can work with greater uncertainty and create novel situation. Moreover, during
the pandemic IHRM has to focus on three points such as curiosity, resilience and tolerance while
working in multicultural company. Employee that are working virtually with clients, colleagues
a vendor from different culture will be needing by the company as well as to meet their
competencies. Moreover, IHRM has to select better employees that can meet this issues.
Wu, Chang and Sun,(2020) has stated that during pandemic most of the companies can
strengthen their company growth by giving their employee proper training and development
programmer. So that it can be effective in situation of growing uncertainty and novelty. Along
with this, due to anxiety most of the employee has faced bad health issues and it has affected
their performance. In addition to this, pandemic has given MNC ideal time to improve and
develop their cross cultural team so that it can enhance their productivity by improving the
culture of the company. For example: Tesco is focus on building the culture in organization

as due to healthy culture the company will be able to connect with their employee and build
healthy relation with them. However, training will help in building the formulation in the
company as employee that share stress, anxiety and frustration can easily understand each other
and shared experience has potential to enhance cohesion going forward (Iqbal, 2020).
Moreover, the cross culture training in MNEs would contribute in reducing the un clarity
related to cross cultural differences as training programmer will help in enhancing their skill and
build collaborative culture. Furthermore, in order to increase the motivation of the employee the
company has to fulfil their need so that it can work effectively. In addition to this, during
pandemic employees need professional growth so that it can fulfil their desire of receive
additional training (Ahmed and et.al., 2020). Also, during pandemic lack of professional training
while working from home has been self-destructive. Most of the employees were self-directed
knowledge in order to satisfy their learning needs. For example: LinkedIn learning courses have
seen a threefold increase at time of pandemic. Thus, with the growing interest of learning
company should take advantage of this and to invest in skill development of workers. Thus,
companies that offer online training achieve a clear win- win situation as well as increase talent
capability and foster employee motivation.
Wu, Chang and Sun, (2020) has define in IHRM it focuses on the way individual fit or
comfort with company as well as it contribute in given company and the way it supports and
create positive environment. Although employees that work in MNC’s face health issue due to
working in different time zone. Due to pandemic there has been increase in the stress due to
change in the working life style. Although pandemic has increased the issues for which support
is needed will vary depending on the person work life issues .Along with this , Unilever can
introduce supportive practice to help in mitigating the stress through employee assistance
programs, virtual counselling services (Lee, Degtereva and Zobov, 2021). These stress
mitigating offering will help employees to engage in virtual work at international level as it face
lot of stress. Although the world is facing global economy decline but it will not pause for
employee to get ready to come out of their comfort zone. Thus, HR team in international
company need to build cohesion as well as training, selection a support practice.
Moreover Kohlrabi and Etwall., (2021) has argued that after pandemic there has been
drastic change in virtual international collaboration and it has helped in increasing overall
growth of the firm. Along with this large section of the society is highly depended on virtual

communication media in order to compete their task easily and effectively. Although IHRM
mange take advantage of virtual collaborations to facilitate its success in the time of pandemic
In addition to this, for virtual set need to be established by the company so that it can increase
their productivity as well as to build their performance in the competitive market .However,
company that do not have strong working relationships before pandemic has faced difficulty in
working through virtual communication media that is hard to maintain as it require strong
networks and team.
Furthermore, moving Ahmed and et.al., (2020) has define that the global team face
challenges when working with MNCs such as culture issues The virtual collaboration have
various advantage such as attenuate is effect of culture differences the verbal language accents
and other issue has been solved through virtual work and it help in saving the meeting time.
Along with this, with help of virtual meeting the employees can also feel connected to each
other more as compare to geographic distance as it allow them to communicate frequently
and share their issues. This help in building healthy relation with other. Along with this, in the
time of pandemic this technology has been most used by MNC and other domestic company in
order to keep their company Due to restriction on trade companies was not able to
communicate as well as the organization was facing difficulty (de Oliveira and et.al., 2021).
Along with this, due to virtual meeting the company was able to communicate with remote area
employee effectively so that it can share their thoughts and idea. Furthermore, managers can
support effective virtual working through stage of HRM. Such as the requirement of working
over the distance should be included in job advertisement and assessment centres. Along
with this, technical staff should attract selected employees that have experience in the
professional identity.
In addition to this, Coved-9 pandemic placed flexible work arrangement in the remote
work area. Although many country and states issues order to for staying at home and allow
essential business to keep open and other business were forced to implement flexible
working option ( Gereffi, 2020). As social distance order are implemented and business was
open the employees were requested from remote area to work with flexible area and it has
become new normal. Moreover, the flexible working hour has improved the selection and
recurrent as well as retention efforts that contribute in improving the organizational efforts.
So this has not negatively effected on growth of the firm as it has helped human resources

manager to save the cost as well as build healthy relation with the and improve attendance
also increase in employee engagement. There were various opportunity and challenges that
have been face by both employers and employee during the flexible working hour and
pandemic ( Lindström, 2020). Along wit this, most of the workers has now considered this has
most important factors in considering job offers. During the survey of Tesco it has ben found
that many employees were in favour of working with the company that offer them flexible
hour proper resources. There were various benefit that has been faced by international
company such it has contributed in increasing the moral of the employees as well as
managing their attendance and reduce absenteeism. The another positive outcome that
company has is assisting recruiting efforts such as organization was able to hire talented
employees. In addition to this, by hiring talented workers as well as meeting their needs was
able to boost the productivity of the company in positive way.
Along with this, due to proper time arrangement employed was able to work at their
comfort and it has contributed in increasing their performance while working and created
better work life balance. Moreover, it is not only beneficial for workers but also reduce the
impact of global ecology has as well as contributed in maintaining the unsustainably
efforts by controlling carbon emissions and footprints at workplace ( Lee, Degtereva and
Zobov, 2021). Furthermore, Unilever policy has allowed many of it employees to work
anytime, anywhere as long as they are meeting their business need and contributing inn
success of factory. However, manager has identified various method that will help employees
to work such as while travelling the conference technology like Skype, Goole meet and zoom
can reduce the travel expenses of company. By enhancing t technology it would help the
company to stay competitive as well as reduce the cost of operations. Along with this, on-
site fitness activity will increase employee satisfaction that contribute in reducing illness and
cut the insurance costs. By empowering the work life balance the company would enhance
the work life balance and improve the recruitment (Unilever HR work in post pandemic,
2022). It is most useful in biding the retention and engagement process that contribute in
accomplishing the company goals in limited set of time.
During the time of pandemic MNCS has not only provided their employees with
working time flexibility but location as well. It mainly refers to arrangement that allow
workers to work remotely from the main worksite. Although telecommuting is one of the most

common type of location flexibility. The telecommuting refers to remote work that include
making use of computer and telecommunications technology in order to reduce location or time
on work (Dewick, Hofstetter and Schröder, 2021). This type of working is very common in
time of pandemic and employees were willing to work from home and telework centre in
order to safeguard themselves from deadly virus. Although remote work is suitable for the
job that require independent work in which there is less face to face interaction and
concentration. It has been becoming widely accepted practice and it is most company that use
this type of technology make use of metric that can track their return on investment. There
are three type of work in telecommunication such as regular working in which employees
spend their most of the time everyday working or regularly schedule workdays by working
from remote office or home. It also includes employees that are working on the weekend or
occasional preparing report or preparing spreadsheet from home office in order to avoid
interruptions. Along with this, the third type in emergency work like working form home to
ensure business continuity during political issue or natural calamity (Iqbal, 2020). MNC that
has provided their employees with such facility have opportunity like greater productivity,
lower expenses as well as had more option for finding as well as attracting qualified
employees and improved worker health. (de Oliveira Neto and et.al., 2021). Along with this,
the employees are not able to gen day to day flow of information and the activity that has been
going on in the management. Also, employer has faced issues like increase technology costs
and potential security.
Moreover, international assignment management is one of the hardest area for HR
professional master and it is very costly. Also, it is important for MNC to invest in the right
assignment in order to be successful. The company need to select the right person and well
managed program so that it can minimize the risk. After COVID most of the companies are
trying to expand their company in the global market as well as increasing international
assignment. The success on an overseas assignment has complex factors the selection process
for the individual should be different from the selection process. However, during the
pandemic it was important for the organization to give their employees proper training so that
it understand advance technology as well as learn culture differences. Although training on
the goals and expectations for the expatriate worker is important (Barik and Yadav, 2021).
Since most of the individual takes an overseas assignment in order to enhance their career and

if they have clear understanding about their goals then it will contribute in enhancing
success. Although Expartite worker face difficulty when moving to a new country which is
bitten stressful as well it can face issue like home sickness, culture shock. In the time of
pandemic most of the international company has faced this issue as most of the workers'
family are not able to adjust and due to that it was increasing their stress level. Along with
this, there has been four stage of expatriate stress identified such as language, social,
schooling and housing issues (Ahmed and et.al., 2020). Thus, it is important for the company
to manage their exeats effectively in order to avoid such issues. The international
organization when making international assignment then it needs to focus on building
knowledge creation and development of global leadership. Along with this, many companies
send their workers to other country so that it can appreciate their work as well as to feel the
vacancy. Although people that are given foreign post have some reason such as to generate
and transfer knowledge or to develop the global leadership skills. Also, company that assign
overseas posts to employee that have good technical skill and will be able to adjust in cross
cultural abilities.
According to Guedhami and et.al., (2021) during the time of Coved -19 pandemic many
expatriates have faced challenge in balancing there work life across geographic. In time of
pandemic the expatriates has been given work from home and it has given them opportunity
to interact with their family as well as benefited them to learn new things through online
channels. Although lock down has given rise to new ways to accomplish the global work as
well as inspire to rethink the multinational organization to use global teams .Most of the
employees have faced difficulty in balancing the work life balance and to manage it. Although
work life balance is made when an individual give priority to both its career and personal life
requirement (Barik and Yadav, 2021). But in the time of pandemic the worker were working
from home and due to excessive and comfort working the person was facing difficulties while
working. The reason that has created imbalance in balancing personal life and work life is
increased responsibility for work commitment. However, positive work life balance reduce
employee stress, reduce the risk of heath and positively effect employer.
RECOMMENDATION
 It is to be recommended to MNC’s in order to make their human resource sector effective
it need to make use of selective hiring that will contribute in success of firm. Along with

this, with the right candidate organization will be able to solve problem as well as finding
appropriate solution.
 It is to be suggested to company that organization should make use of training and
development programme that will helps in improving the skill as well as increasing the
growth of company in international market.
 The company should improve the organizational communication so that proper flow of
information is maintained in the company. It will help employees in doing the task
appropriately as well as in limited set of time.
CONCLUSION
From the above report it has been concluded that pandemic has created emergency
situation for business globally and due to that it was not able to earn good profit. It has
summarized that during the pandemic it was hard for the organization to deal with issues face by
employees that are working internationally. It has disturbed the work life balance as during the
work from home there were no time limits. Although for some employees it was beneficial that
were working from remote area as with help of telecommunication it was easy for them to
connect with other employees. Along with this, pandemic was both favourable and non-
favourable for international companies. From the report it can be summarized that in time of
pandemic it is important for the organization should improve the HRM sector as it will
contribute in enhancing the success. Human resources is also a very important sector for the
company as its main aim is to improve functional unit as well as manage employees work.
Although report has recommended multinational company in improving their communication
flow as well as training sector in order to enhance their skills.
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Online references
Unilever HR work in post pandemic, 2022. [Online]. Available through <
https://time.com/6049936/leena-nair-unilever-interview/>