BMP6003 International HRM: HR Practices and Issues Presentation

This presentation analyzes the three most important HR practices for international businesses: recruitment and selection, training and development, and compensation. The presentation defines each practice, explaining its importance and application in a global context. It uses examples to illustrate these practices, such as Tesco's recruitment strategies. Furthermore, the presentation identifies and discusses key issues in international HRM, including cross-cultural conflicts, recognition of employee weaknesses, and the impact of business policies. Finally, the presentation offers recommendations for addressing these issues and improving the effectiveness of HRM in international settings. The presentation is well-structured, covering the introduction, detailed analysis of the three practices, synthesis of key issues, and a conclusion with references.

International HRM

 Introduction
 The three human resource practices
 Key issues
 Recommendations
 Conclusion
 References
Table of contents

 International human resource
management refers to various
kinds of activities which targets
human resource management on
international basis. It involves
various types of functions like
recruitment, selection,
performance appraisal and so on
which is done at the international
level. The concept is mainly
concerned different human
resources in relation with all
multinational companies.
Introduction

The three HR practices
 Recruitment and selection:-
Recruitment is defined as the
procedure through which effective
candidates are searched and then get
motivated and encouraged to apply
for specific job. It refers to the
process of identifying, screening,
shortlisting and then hiring effective
resource to fill up the position. It is
considered as the main position of
human resource management.
Recruitment can be done on the
basis of internal way also and on
external basis.

 In terms of internal recruitment all
individuals are selected within the
organization while in external sources
they are selected from outside the
company. All human resource
managers offer an opportunity to
outside people in context with the job
availability. It is done when companies
feel that there is shortage of employees
and it is needed to recruit some new
workers. The process of recruitment is
important for international business
because with the help of this they get
more productive employees and
ultimately results in overall growth of
the organization.
Continue..

 In relation with Tesco, they
always look for the internal talent
plan to fill out their job vacancy.
Through this procedure, they list
out current employees for a
specific position either at the
same level or get promotion.
They use the method of intranet
in which company advertises the
about the job post internally. For
doing external recruitment they
advertise about the vacancies
through their website and even on
their vacancy boards.
Continue..

 Each organization feels safe when
they have effective trainer in their
company who can assess all staff
members. In context with
international business they feel
very safe and secure when they
have good Human resource
employees in their workplace
because they assure best level of
development in their
organization. In context with the
term training it gets initiated with
the objective of doing planning in
a strategic way in accordance
with overall business process to
enhance the growth level.
Training and development

 When an employee gets selected
for an organization they need
proper level of training because
for an international business it is
important that all staff members
perform at their best level.
Human resource staff members
have the responsibility to provide
training to all new selected
employees in relation with
improving their performance and
enhancing them at top level.
Continue…

 An employee gets selected on the
basis of their talents but at the same
point of time they need training so
that they can properly work and
enhance the growth level. Their
main responsibility is to organize
certain program which gets
implemented in order to enhance
knowledge and skills in relation
with each employee in overall
business process. It would also help
in building up their problems of
communication gap and solve all
kind of issues in enhancing better
efficiency.
Continue…

 In context with this human
resource practice for an
international business
compensation is provided by
company to improve and enhance
the level of work performance of
all employees working in the
organization. With the help of this
the employees who work really
hard get some extra compensation
which relates to some kind of
extra bonus to lead a effective
and efficient life.
Compensation

 It is provided on the basis of
employee performance in terms of
how efficient they are performing
in accordance with the specific job
role and compensation is provided
in fair and equal manner. In
context with contingency
compensation it is providing extra
bonus on the basis of all human
resource practices. On the basis of
this right candidates are recruited
and selected for the job role and in
terms of this they get their
compensation.
Continue…

 Cross cultural conflicts:- In
refers to the situation when a
particular organization operates in
global markets and cultural
conflicts gets increased due to
issues of communication as well
as linguistic problems. By
focusing all cross cultural
conflicts they especially get
generated when employees are
hired from abroad. When
candidates get hired from other
location it is mainly done to
achieve competitive advantage
Key issues

Recognition of employees
weakness:- This is the main issue
which is in relation with improper
analysis of all limitations and
weaknesses which are associated
with new recruitments within
whole organization. Tesco also
faced such issue because at initial
level they were not able to properly
identify and determine all strengths
as well as weaknesses of workers
and through this it was creating a
negative impact on their company.
Continue..

 Business policies:- This is
considered as an issue when the
human resource manager is not
able to recognize all policies and
processes in order to achieve
global success for the company.
If they are not able to assess
then it will ultimately create a
situation of failure to them. As
an international business it is
important to properly assess all
kind of policies and do work
while following the procedure.
Continue..

 It has been recommended that
organization should make
effective use of decision
making while recruiting and
selecting all employees on the
basis of specific job role.
When a new candidate gets
selected then they should
provide training with the help
of a proper procedure so that
employees don’t feel stressed
while receiving any kind of
knowledge.
Recommendations

 From the presentation it has been concluded that the three most important
human resource practices for an international business improves the
efficiency level of an organization. In context with this the level of
business operations also gets enhanced. While selecting the candidates for
the particular job role it is important to find out those individuals who have
such talents with respect to international operations. There are many issues
also which gets arise like in terms of cross cultural conflicts, business
policies and so on which affects the organization in a major way.
Conclusion

 Sposato, M. and Rumens, N., 2021. Advancing international human
resource management scholarship on paternalistic leadership and gender:
the contribution of postcolonial feminism. The International Journal of
Human Resource Management, 32(6), pp.1201-1221.
 Rees, G. and Smith, P. eds., 2021. Strategic human resource management:
An international perspective. Sage.
 Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource
management platform based on FPGA and data mining. Microprocessors
and Microsystems, 80, p.103330.
 Garg, S., Sinha, S., Kar, A.K. and Mani, M., 2021. A review of machine
learning applications in human resource management. International
Journal of Productivity and Performance Management.
References

 Rautrao, R.R. and Bhimrao, K.P., Strategic Roles in Human Resource
Management in Urban Co-operative Banks-a Case Study. JournalNX,
pp.237-240.
 Killu, D., Raja, P. and Annepu, V.V., 2021. Strategic Human Resource
Management in Steel Industry. Strategic Human Resource Management in
Steel Industry (February 8, 2021).
 Dickson, R.K., 2021. Mergers and Acquisition: Conceptualisation,
Motives, and Implications for Human Resource Management. GPH-
International Journal of Business Management (IJBM), 4(03), pp.01-16.
 Philpot, D.R. and Gavrilova Aguilar, M., 2021. Post-Leave (Return to
Work) Training Needs and Human Resource Development. Advances in
Developing Human Resources, 23(2), pp.171-184.
References