BMP6003 - International HRM: Strategic HR Practices in Global Business

This presentation provides an analysis of three critical HR practices for international businesses: orientation and training, acceptance of foreign projects, and the employment process. It details the description, explanation, pros, and cons of each practice, followed by a synthesis of key issues such as role clarity, cultural navigation, transaction costs, communication problems, and employee discrimination. The presentation concludes by highlighting the importance of addressing these issues to ensure the successful operation and expansion of international businesses, emphasizing effective HR management strategies for global organizations. Desklib provides students with access to past papers and solved assignments for further learning.

BSC (Hons) Business
Management (Top-up)
BMP6003 International HRM

Assessment 2: Individual Presentation
Three most important HR practices for an
international business
Name:
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Contents
Introduction
3 most important HR practices for an international
business
Conclusion
References
Note: You can use a different template or design, but you need to follow the indicative content and/of format.
Make sure the presentation looks neat and professional. Don’t forget to use relevant photos or graphics.

Introduction
International HRM is the term that is used for organizations to manage their activities which are related to human at an
international level (Farndale and et.al., 2017).
The report will analyse that three important HR practices for international business will help in evaluating and understanding
the core concepts of how the HR practices will be framed and how they will work. Along with this the issue within the HR practices will
be also known which will help in knowing that these issues once identified can be solved for running the international business
successfully and at expanded scale in effective and in significant manner known.

3 most important HR practices for an
international business (IHRM practice 1 )
- Description & Explanation
The three most important HR practices of International business are as follows –
1) Orientation and Training – Orientation means providing the new employees with all the basic information about the organization and the
work which they have to perform. Orientation is the process which helps the employees or the individuals in knowing what are their job
roles and how they have to perform effectively and efficiently (Bruno, 2018). Training within the organization is the process which the
individuals learn their new job roles and understand their position at which they are placed. Training is a formal ongoing effort which is
made for the individuals to improve their performance through the variety of programmes to be conducted.
• Pre - Arrival Training – Pre – arrival training is the training process where orientation starts for a new employee in which exchange of
certain information is being conducted before the employee officially makes an entry within the organization (Covin and et.al., 2020).
• Post – Arrival Training – Post – Arrival training is the training which is compensated by the pre – departure training which is being
conducted. They are on – job training which allows the expatriate to learn by doing.

- Critical Analysis (pros and cons)
Pros and Cons of Orientation and Training –
Pros of Orientation and Training –
• Provides new employee with all the essential information with accurate information.
• Employee confidence is being encourages through the orientation and training programmes.
• Training contributes to more productive and effective workforce.
• Focuses and enhances employee retention (Sony, 2020).
Cons of Orientation and Training –
• Neglects the changes which are being done in the organization to be informed.
• During orientation programmes, limited information may be provided.
• Cost of training becomes expensive for the employees.
• Improper training creates improper results.

3 most important HR practices for an
international business (IHRM practice 2 )
- Description & Explanation
2) Acceptance of Foreign Projects – There is acceptance of foreign projects in the international HRM practices which helps in expansion of
the business and this creates the scale through which all the possible facts and information for how and when the projects are to be started
are known and this helps in indicating the various factors which initiate the foreign projects for the international base at large scale
(Brewster, 2017). Foreign projects are framed so that they are being accepted within the international market and the expansion of the
business is being done. This HR practice helps the business and the organizations to take the charge and make changes within their
business to upscale their performance in significant manner to be expanded diversely.

- Critical Analysis (pros and cons)
Pros and Cons of Acceptance of Foreign Projects -
Pros of Acceptance of Foreign Projects –
• Foreign projects helps in providing the productivity through the framework of working internationally.
• Through expatriates, foreign subsidiaries can be controlled in an effective manner (Foss and et.al., 2019).
• It improves coordination at the Global level.
• Improves communication between the national and international businesses at large scale.
Cons of Acceptance of Foreign Projects –
• There is higher risk of political changes which may take place anytime and affect the business.
• There is no viability of economic sources (Broberg and et.al., 2018).
• There is hindrance of different cultures which affects the foreign projects being undertaken.
• Negative influence of the environment affects the foreign work.

3 most important HR practices for an
international business (IHRM practice 3 )
- Description & Explanation
3) Process of Employment – Process of employment includes the recruitment process which is being undertaken and this is done with the
help of attracting, interviewing, hiring, on boarding and selecting of the employees. It involves identification and filling of staffing need
and filling it at larger scale. This HR practice helps the employees in providing them jobs which are appropriate for their job role and what
are the factors which are being taken into charge of how the things are taken into consideration at large scale (Abeuova and et.al., 2019).
Recruitment is the organizations initiate for providing the jobs to the individuals and employees for a specific and right job position.
Recruitment is followed by the entire hiring process from inception to the individual’s integration into the company.

- Critical Analysis (pros and cons)
Pros and Cons of Process of Employment -
Pros of Process of Employment –
• There is faster hiring of candidates for employment.
• High quality candidates are being selected in the recruitment process.
• Candidates are provided job satisfaction through the employment process to be taken into charge (Alawamleh and et.al., 2018).
• Right candidates are selected for the right job role.
Cons of Process of Employment –
• There is higher level of competition and this affects the recruitment or employment process at large scale.
• Lack of communication is the main issue which arises in this HR practice of recruitment and hiring of candidates for employment (Ritala
and et.al., 2018).
• While employing of the candidates, lot of money is cost.

Synthesis of Key Issues
There are three major issues which arise in the HR practices of International Business –
Issues in Orientation and Training – There are some major issues which arise while on boarding the candidates and these issues are described
as below –
• There is lack of role clarity for the candidates which become the major issue for the candidates and for the organization itself.
• There is difficulty in navigating the culture which becomes difficult for the candidates and individuals because this makes them difficult to
adjust in the business environment.
• There also arises some personal transition and relocation of the employees of where they are transferred and appointed for their jobs
(Abdullah and et.al., 2018).
• There also arises issue of time management which becomes the major issue as all the things which are to be considered important and to be
completed on time are being lacked and this creates problems.
• Challenges also arise with the results and the expectation which the candidate and the employee expect to prove.
• There are also issues with the manager while inculcating the training process to be initiated effectively.

Issues in Acceptance of Foreign Projects – There are also many issues in acceptance of foreign projects which are to be taken as important
and improved on international basis. These issues are as follows –
• There is higher transaction cost which is being affected and this creates problem for the projects which are being taken internationally. This
HR practice which is being initiated at international scale creates problem for the project that is being undertaken.
• There are major liquidity risks which are the major issue in the projects which are being undertaken.
• There is lack of accountability of the projects which are being undertaken. This creates the major issues which incorporates doubts for the
project at large level (Child and et.al., 2018).
• Lack of communication is also one of the major issues which are being taken into consideration and this creates the scale through which all
the aspects of internationally running the organization are sited.
• There are inadequate skills and team members which makes the most of the major issue through which all the facts and information is
conveyed wrong then in different manner.

Issues in Process of Employment – This HR practice which is being done for the international business creates problems and issues while
recruiting and hiring of the employees and the issues which arises in this process of employment is described as –
• There are communication problems which arise in the process and within the structure of employment.
• Employees within the organization also face discrimination and harassment which becomes the major issue for them.
• There is low motivation and job dissatisfaction to the employees and this creates problem in which all the factors of employment are known
at international scale.
• There is performance issues of the employees which are should be paid attention to (Bögenhold, 2019).
• There are interpersonal conflicts which are arisen at scale in which the enhancement of interpersonal relations is lost and there are various
other challenges and issues which arise in the international HR practice.
• There are vast majority of jobs which are created at large scale and this create problem for knowing basis of how effective and efficient the
basis is of knowing international HR practice.

Conclusion/Summary
Thus, it is concluded from the above report that three important HR practices for international business helped in evaluating and
understanding the core concepts of how the HR practices are framed and how they work. Along with this the issue within the HR practices
were also known which helped in knowing that these issues once identified can be solved for running the international business successfully
and at expanded scale. Therefore, the report framed the scale through which all the factors of how the HR practices can be significantly
formed and taken into concern for the organizations and employees is known.

Reference List
• Farndale, E. and et.al., 2017. A vision of international HRM research. The International Journal of Human Resource
Management.28(12).pp.1625-1639.
• Bruno, A., 2018. The “organizing” paradigm in public administration: Learning by focusing on customer orientation. Journal of Workplace
Learning.
• Covin, J.G. and et.al., 2020. Individual and team entrepreneurial orientation: Scale development and configurations for success. Journal of
Business Research.112.pp.1-12.
• Sony, M., 2020. Pros and cons of implementing Industry 4.0 for the organizations: a review and synthesis of evidence. Production &
Manufacturing Research.8(1).pp.244-272.
• Brewster, R., 2017. Enforcing the FCPA: international resonance and domestic strategy. Va. L. Rev.103.p.1611.
• Foss, N.J. and et.al., 2019. Microfoundations in international management research: The case of knowledge sharing in multinational
corporations. Journal of International Business Studies.50(9).pp.1594-1621.
• Broberg, M. and et.al., 2018. Strengths and weaknesses in a human rights-based approach to international development–an analysis of a
rights-based approach to development assistance based on practical experiences. The International Journal of Human Rights.22(5).pp.664-
680.

• Abeuova, D. and et.al., 2019. Global talent management: Shaping the careers of internationally educated talents in developing
markets. Thunderbird International Business Review.61(6).pp.843-856.
• Alawamleh, M. and et.al., 2018. The influence of open/closed innovation on employees’ performance. International Journal of
Organizational Analysis.
• Ritala, P. and et.al., 2018. External knowledge sharing and radical innovation: the downsides of uncontrolled openness. Journal of
Knowledge Management.
• Abdullah, N. and et.al., 2018. Moderating effect of logistics and supply chain issues on the relationship between entrepreneurial orientation
and market orientation. Journal of Social Science and Humanities.1(2).pp.27-34.
• Child, J. and et.al., 2018. Management Issues in China: Volume 2: International Enterprises (Vol. 24). Routledge.
• Bögenhold, D., 2019. From hybrid entrepreneurs to entrepreneurial billionaires: Observations on the socioeconomic heterogeneity of self-
employment. American Behavioral Scientist.63(2).pp.129-146.

Questions?

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