Analysis of IHRM Practices in International Project Management

This report examines the role of International Human Resource Management (IHRM) in multinational enterprises (MNEs), particularly focusing on the challenges and adaptations during the COVID-19 pandemic. It assesses the changes in the number of international projects, highlighting the growth in sectors like retail and industry, exemplified by Amazon's expansion. The report discusses strategies adopted by IHRM to address workforce shortages, including new recruitment methods, increased sick pay, and additional compensation for working during the pandemic. It also explores alternative approaches to managing international locations and workforces, such as frequent communication, addressing cultural differences, and valuing employee feedback. Furthermore, the report delves into the training implications and requirements, emphasizing tailored learning journeys, digital environment skill expansion, and the use of Learning Management Systems (LMS) to improve employee engagement, using examples like Unilever, Amazon, and Tesco. The report concludes by underscoring the importance of these strategies in fostering efficient employee relationships and navigating the complexities of international project management.

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
International human resource management is the defined process that used by the
organisation in order to manage the set of the activities in the global market. By the involvement
of the mentioned functions MNEs efficiently addressed thier objectives in the operational
market as well as also fulfil their objectives with the operational support of IHRM practises.
Through such functions allocation, acquisition and utilization of global talent is managed. IHRM
plays a vital role in analysing the objective need of the organisation as well as develop the
effective practice towards recruiting the ideal candidate in regard to the objectives. In the covid-
19 MNEs around the world faced the various challenges in mobilising their workforce in the
different region. As various laws and regulation were stated by the government at the time of
pandemic which worked as an hurdle for performing their functions.
Multinational enterprises faced the huge losses as well as their employee engagement
practises were also diminished during the pandemic. In order to reduce such impact various
practises are deployed by the IHRM in MNCs to re-establish the employee engagement, virtual
collaboration, ans flexible working arrangements. In regard to this the respected report will
evaluate various aspects of MNCs which affected due to above scenario (Bretos,and et. al.,
2022). Therefore, the mentioned report will analyse the fluctuation of the international project
and their implication on the behalf of the organisation aspect. Furthermore, the mentioned report
will also highlight the alternatives which is adopted by the organisation to managing their local
and international workforce. In addition to this various training programs were also adopted by
the companies in order to implement the changes more efficiently. Hence, these programs will be
highlight in this particular report. At last , some practises will also discussed which deployed in
order to establish the efficient employee relationship.
MAIN BODY
Has there been an increase or decrease in number of international projects and what are the
implications of this?
The pandemic situation raised the various challenges for the MNEs to manage their
international team towards operating their functions in the international market more
significantly. As it is stated clearly in the above discussion that various practises has been
adopted by the organisation to eliminates the barriers and perform the effective functions In the

operational market, in regard to this the retail and industry based industry has faced the massive
growth in their international project during the covid-19. In addition to this people for their
safety concerns were majorly relied on the internet based business to provides them the ordered
product at their home. In regard to this Amazon has bought more than 175,000 warehouses in
order to fulfil the requirement of the customer. One of the major challenge that occurred during
the project were in regard to the shortage of the employees. As people were in the threat due to
such transferable diseases (Gašić, 2021). To solve the mentioned issue the respected organisation
iHRM has developed the various efficient safety policies in order to safeguard the employee.
Around $800 million were invested in order to develop the safety measures at workplace.
 New recruitment of employees- In order to filled the shortage of employee from the
organisation functions the IHRM performed the various functions such as used the social
media platform in order to advertise the job vacancies for the particular region. Through
the effective marketing techniques the mentioned organisation highlighted their safety
precaution in the advertisement in order to attract the new pool of talent towards the
company functions. In addition to this all the applied CV were gone through the applicant
tracking system through which required applicants were selected for the next round. In
addition to this by virtual reality communications these applicants were selected for the
company operations. Therefore, by the mentioned practice the respected business
effectively managed their worldwide businesses more efficiently.
 Increased in sick pay- In order to create the employee relationship the IHRM increased
the sick leaves for the individuals which diagnosed with the COVID-19 or in the
quarantine. The management insured to deliver all the onboard employee benefits to all
these individuals (Haak-Saheem, Brewster, and Lauring, 2019). Hence, it assisted the
organisation to develop the positive working environment at the global workplace.
Through such functions employees were become more dedicated towards servicing the
productive outcomes in regard to the deployed responsibilities.
 additional pay in working in Covid-19- The IHRM of Amazon also initiated the law in
which all the employees who served their services during the pandemic scenario will get
the additional pay more each working hour. In regard to this, in the US employees got the
$2 USD per hour who offers their services. Moreover in UK the respected business paid
around 2 euro for each hour to the workers. On the consequences such process has

increased the investment by $250 million in compensation of hourly paying across
Canada, U.S and Europe.
alternatives to managing international locations and workforces – locally, remotely and
internationally
Managing global and international workforce
 Check in often- In order to manage the global team more effectively it is essential to
maintain the clear line of communication in order to achieved the set of goals more
effectively. In regard to this quora lets their employee work remotely. Hence in order to
maintain their productivity the respected IHRM facilitate real time conversation and
information to eliminate the lack of misconception from the operational functions.
Moreover, the respected organisation developed the effective infrastructure to support
the business activity more significantly. In regard to this the HR management of
mentioned company developed the model to unite all the workplace towards the derive
purpose. During meetings all the roles and responsibilities of employee are addressed by
the management to derive their functions more specifically (noethen, and Alcazar, 2019).
 Addressing cultural difference- One of the major concern which is faced by companies
in managing the global workforce is regard to the cultural difference. Global teams
indulged with employees which relate with different background and culture. Hence,
these cultural difference in the organisation functions can raise the possibility of
disrespected, insulted as well as feeling ignored. Therefore, it is necessary for the
organisation to develop the social norms according to the region requirement. In regard
to this in Japan employee embrace the group mentality and look to their superior foe
taking any decision in the organisation functions. In regard to this organisation who are
looking for developing their operational functions in the mentioned region need to hire
the ideal personality which can assist the employee in their every decision. Moreover,
communication regarded policies need to adhere in the organisation culture which focus
on understanding their intentional employee more efficiently(6 TIPS FOR MANAGING
GLOBAL & INTERNATIONAL TEAMS, 2019).
In relation to the above discussion Apple IHRM focuses on developing the mentorship program
in order to maintain the under-represented communities in the U.K and U.S. Its pilot programs
assist the company in offering the mentorship programs globally. In addition to this all the

experienced apple mentor in the mentioned program worked on solving the issues as well as
guide them towards performing the more effective functions in regard to achieve the desired
goals according to the company concern. Therefore, it assist in managing the global workforce as
well as developed the necessary skills which is needed in performing the company functions.
Therefore the IHRM mentorship program developed the more productive and healthy working
environment in the remote and international market (Poór, 2019).
Employee feedbacks considered seriously- The respected company developed the effective
operational functions for their U.S and international market in which company perform their
operations. In regard to this the HR management of mentioned organisation deployed the
effective laws and polices in their organisation functions in order to eliminate the complexities as
well as create the more intrinsic working environment. Therefore, to develop the employee
relationship globally, the respected organisation creates the feedback programs in all their
operational regions. As, these activities are managed by the skilful and effective leader. In
addition to this all the issues and suggestion in regard to the organisation decision and work
culture are addressed by the company. Hence, by the development of effective communication
pathway the respected organisation develop the more effective business structure in which all
racial initiatives justices offered to employee of apple. As its assist the organisation in order to
support their employee on every stage as well as creates the communication mode in which new
ideas could be considered for the development of new innovative product. Furthermore, by the
mentioned strategy the mentioned business has developed the new product which is named by
black unity watch band (Redondo, Fabra, and Martín,, 2022). Such mentioned product attracted
the vast number of customer and influenced the company sales in the operational market (Action
plan for every line of business, 2022).
Are there training implications / requirements, based on changes to managing an
international workforce in current and post pandemic times?
In order to managing the global workforce more efficiently, it is needed to perform
various efficient and effective operational functions by the IHRM. To imply the further changes
efficiently in the organisation functions, it is mandatory to deploy effective training programs in
the organisation functions, in addition various MNEs has changed their business model and
developed the new in order to perform the more effective function to outbreak the pandemic

impact on the organisation functions. Hence, are the some major practises that adopted by the
MNEs in their operational functions.
 Tailored learning journeys to fulfil the critical skill gap- During the pandemic various
businesses has developed and reimagine their business model to decrease the impact of
pandemic and other uncertainty. Hence, in relation to this Unbeliever developed the
effective training program according to the cultural differences in every host country. N
addition to this by the use of effective LMS training programs system, social sharing
tools as well as live video session assist the mentioned organisation to identify the skill
gaps as well as understand the major requirement which need to be adhere for performing
the more effective functions. In addition to this through the use of above mentioned tool
all the employees are studied carefully and these insights were took into consideration in
order to developed the more effective personal training programs (Savut,et. al., 2021).
 Expansion of workforce ability to perform in digital environment- Due to pandemic
major companies enhanced the use of digital technologies in tier business functions in
order to maintain the more productivity by adhering the Covid- 19 guidelines. During the
mentioned time major number of employees worked through their home. Hence , due to
lack of skills organisations faced the major issues in regard to lack of skills in operating
the digital technologies more efficiently. In addition to eliminate such practises from the
organisation functions Amazon deployed the number of training programs to develop the
technical awareness as well as skills in its global workforce. The mentioned organisation
businesses majorly rely on technologies. Hence, in order to optimized the employee
skills who worked remotely around the world, the respected company formed the data
concept training programs in which data visualisation, advanced analytics as concept of
machine learning were deployed to the employee in order to enhance their cognitive
skills. As it assist in better respond to the redesign and innovation strategies (To emerge
stronger from Covid-19 crisis, company should start reskilling thier workforce now,
2020).
 Use of LMS to improve engagement- As all the training and operational programs are
developed by the company according to their business requirement. Hence , it is
necessary to developed the more effective monitoring program through which training
effectiveness will monitored. In regard to this Tesco created the LMS system in their

operational functions through which they monitored the training programs through their
headquarters. By carefully reviewing all the training session assist the organisation to
understand the loops holes. As these barriers,then further eliminated by the training
management in order to enhance the productivity of employee as well as developed the
cognitive skills through which deployed goals could be achieve more strategically and
efficiently.
All of the above practices could play one of the vital role in the post pandemic scenario too. By
these practices companies building the effective skills and fulfilling the gap which can assist in
performing the future functions more effectively.
Are there any changes in expectations of existing expats, working internationally?
There are number of employees of MNEs working in the international boundaries to
achieve the greater success and revenue for their company. In regard to this, in order to establish
the operational functions more effectively, organisations relocate their experience employee in
the host country. Moreover, it is the responsibility of IHRM to understand the expact expect to
working in the international environment.
 Language familiarization- One of the biggest barrier that faced by the expat employee
in the international business environment is regard to the language. In regard to this
mainly companies rely on their skilful and experienced employee to perform their
operational functions in international market from one host country to another. Hence,
such changes in the cultural department in the operations develops the issues for the
chosen individual. In regard to this the main concern which highlighted is regard to
language training. Employee expected that HR deploy some effective language training
to their existing expats. Hence, by such program an mentioned individual can enhance its
language skills according to the requirement of the host country. Through such intensive
training program deploy by the HRM can assist in developing the required skill in the
employee which further can assist the organisation to perform the more effective
functions in the international market (Sinha, 2022).
 Family relocation- one of the biggest expectations of existing expats that performs their
roles in the different region is regard to the relocation of their family in the host country.
In regard to this they would expect to the HR department in order to fulfil its family visa

and immigration practises more effectively for its family members. Moreover, a suitable
hike in the salary would also needed to take care of its family efficiently. In addition to
this in case, employee who have kids would like to have the assistance in regard to bear
the cost of education.
 Hosting of social activity- The expats who perform their functions in the hosting
territory has the performance working pressure as well as due to cultural differences in
between the different community develops the communication barrier which make them
lonely. In regard to this they would have the exception with the company to host the
social activity and events. These parties could assist the organisation in order to develop
the more positive working environment in the foreign boundaries. Moreover, it would
also assist in maintaining the health as well as enhance the productivity of employee.
What are the implications for employees and employers in relation to flexible working
arrangements?
During the pandemic situation companies adopted the number of practices and developed
the more effective business model in their operational in order to build the more flexible working
arrangement in the organisation functions. In regard to this Unilever policy permits more than
100,000 employee. Through which employee can work anytime, and anywhere according to their
convenience. In order to attain the business goals more efficiently the mentioned organisation
deployed the various practises in order to maintain the flexible working arrangement.
 Location flexibility- location flexibility refers to the process In which an employee can
work remotely from the main worksite. By the use of telecommuting, which includes the
use of commuters in the operational function. In the global economy operational
efficiency are more important rather than physical location stability. Hence by adopting
the mentioned functions through the use of digital software of telecommuting assist the
organisation In order to perform the more effective functions and manages the more
productive working environment in between the global working team. Employee spend
their regular job times to perform the telework regard to the assign task.
 Flexitime- The mentioned practice is the process in which an employee can adopt the
alternatives time in order to serve their roles in the organisation functions. It offers
freedom to selecting the work schedule from one week to another according to the

individual need. In regard to this Tesco offers the flexitime working opportunities to their
employee in which it can perform the more effective functions in the organisation. An
employee has the option to choose the suitable working hour according to their
convenience (van Bakel,et. al., 2019). Hence, it assist the organisation in order to
perform the more effective functions as well as assist them in order to manage the flex
work policy. In addition to this the mentioned IHRM department highlights all these
polices in their operational functions in order to develop the productive and effective
working environment in which a strong relationship between employee and management
built (Flexible Working at Tesco, 2021).
CONCLUSION
From the analysis of above discussion it is identified that International human resource
management plays one of the vital role in maintaining the workforce as well as assist in MNCs to
re-establish the employee engagement, virtual collaboration, ans flexible working arrangements.
In addition to this in the Above discussion various aspects regard to the international project
were highlighted in the context of pandemic scenarios. Moreover, the above report illustrated the
practises of IHRM that adopted by them in order to maintain its global team as well as practises
that assisted them in maintaining the productive working environment. Moreover, the respected
report were also illustrated the operational alternatives that adopted by the companies in
managing their local and international workforce. Practises which highlighted were Addressing
cultural difference, and Check in often through which effective functions were performed in
operational functions. Moreover, various expectations of expats that perform their function in the
international market were also deployed as well as location flexibility and flexitime practises
were adopted by IHRM in order to maintain the flexible working condition in MNEs.

REFERENCES
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