Comprehensive Report: International HRM Practices and Objectives

This report provides an overview of International Human Resource Management (IHRM) within the context of international business, which involves trading products, technology, services, knowledge, and capital across national boundaries. It defines IHRM as the management of human resource activities at an international level, encompassing functions like performance management, recruitment, training and development, and selection. The report highlights the objectives of IHRM, including developing the skills and capabilities of HR managers and employees, effectively handling global operations, managing employee performance and compensation, and organizing cross-cultural counseling and language training programs. It further discusses key IHRM practices such as recruitment and selection, emphasizing the importance of attracting capable employees with the required skills, culture management, which involves scaling work and cultivating a positive organizational culture, and training and development, which aims to improve individual and group performance. The report concludes that IHRM is a vital function in international business, providing support to employees and managing their performance.

International HRM

Table of Content
 Introduction
 Objectives of IHRM
 HRM practices
 Conclusion
 References

Introduction
International business is one of business that is refers
to trading of products, technology, service,
knowledge, capital and other things across national
boundaries. In order to manage business at
international level, an organisation require employees.

International HRM
International human resource management can be described
as term that used in business that manage different activities
of human resource in international level. It consists different
functions like performance management, recruitment,
training and development, selection and other things that are
managed at international level.

Objectives of IHRM
 Develop skill and capability of HR manager and employees
 To handle global operation effectively
 To manage performance, compensation and career path of
employee
 To manage and organise cross cultural counselling and
language training programme

IHRM practice
There are different types of human resources practices to be included in
international business which are mentioned below:
 Recruitment and selection
 Culture management
 Training and development

Recruitment and selection
Recruitment is one of important function in which managers of
company is attracting capable employees in an organisation. It is
essential for an organisation to finds out an employee with
require skills and capability that create challenge for business.
Managers of company are responsible for hiring right kind of
employees for organisation who can fit in company easily.

Cultural management
Culture management can be described as process that
is related to scaling work as well as cultivating
culture of work in an organisation. It is important in
order to manage different aspect of culture that
measure impact of culture over productivity and
morale of company.

Training and development
Training and development is another component
that is essential for business. It is an educational
activity that is conducted in business that is
designed for purpose of improving performance of
an individual as well as group.

Conclusion
From above mentioned project report, it can be concluded that there
international HRM is one of important function of international business which
provide support to employees and also managing their performance.

References
 Zhang, J.A. and Edgar, F., 2021. HRM systems, employee proactivity and capability in
the SME context. The International Journal of Human Resource Management, pp.1-26.
 McNulty, Y. and Brewster, C., 2020. From ‘elites’ to ‘everyone': re-framing
international mobility scholarship to be all-encompassing. International Studies of
Management & Organization, 50(4), pp.334-356.

Thank You