International Human Resource Management Report: Relocation Issues

This report delves into the complexities of International Human Resource Management (IHRM), focusing on the challenges faced when relocating a manager from Sydney to Paris. It highlights the importance of cross-cultural understanding and examines the cultural differences, including language barriers and social customs, between Australia and France. The report also addresses relocation issues such as weather differences, limited job opportunities, and the impact of the Yellow Vest movement on employee relations, including rising taxes, wage demands, and the influence of trade unions. It further explores the impact of these factors on the manager's work and provides recommendations for successful international business operations, emphasizing the need for training, cultural immersion, and compensation plans to mitigate the challenges of relocation and ensure smooth business operations in a foreign environment. The report underscores the importance of understanding local laws, social dynamics, and forming strategic partnerships to navigate the complexities of the Parisian business environment.

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INTERNATIONAL HUMAN RESOURCE MANAGMENT 1
Introduction
For the success of international business operation, cross-cultural context plays a very
important role. Effectiveness of cross culture is totally dependent on the international human
resource management of the organization (Farndale, Scullion & Sparrow, 2010). It is basically
considered as the house which is responsible for designing practices which are connected to the
employees as well as the organization. It is the IHRM which provides information related to the
difference within culture, values, employee laws, believes of various countries. Earlier it was
very difficult to think relocation of an individual from one country to another but IHRM has
made it possible with the help of its innovative strategies related to human practices (Tarique &
Schuler, 2010).
IHRM issues related to manger transferred from Sydney to Paris
According to various studies, it can be said that the working culture in Australia is very
different from the working culture in Paris. In addition to this Paris displays different behaviour,
language, and traits as compared to Australia. Therefore, it will not be easy for HR manager to
relocate individual from Australia to Paris and will have to go through various challenges.
Cultural issues
According to the study it can be said that in Paris if a person is not able to speak French,
then that person is not considered as the part of the French community because of which the
person arrived from Australia have to face challenges in communicating his/her ideas with
French employee which can impact the credibility of the manager arrived from Sydney
(OUPblog, 2017). Also, It has been seen that people in Australia are more friendly as compared
to Paris which are totally reserved and are not willing to open up for an outsider. Even manager
has to face challenges related to busy lifestyle of Paris because working hours in Paris are more
as compared to Australia and therefore manager have to face challenges related to his/her
personal life. Manager is also going to face the challenge related to the transaction system of the
Paris because in Paris Doctors take fee in the form of cheque and even have to take appointment
in case of visiting bank institute which is almost opposite of financial transaction system in
Australia and will act as shock for the manager from Sydney (Dutton, 2016).

INTERNATIONAL HUMAN RESOURCE MANAGMENT 2
Relocation issues
While relocation from Sydney to Paris, manager have to face challenges related to the
weather difference because in Australia weather includes almost all kind of weather season like
summer, winter, spring and rainy. While this kind of climate is not available in Paris because
Paris weather is occupied with cold and rain and offers lovely weather for only one or two
months (Visaone, 2019). Therefore, it will not be easy for the manager from Sydney to adjust in
such weather conditions. Such change in weather can have a negative impact on the health of the
manager which directly impacts the performance of the person in Paris. Another big challenge
related to relocation is that Paris is not able to offer ample opportunities as compared to Australia
and therefore people have very limited choice related to jobs which makes Paris work system a
closed loop (Creme-de-languedoc, 2019). Australia is offering more opportunity to earn money
as compared to Paris by offering open loop work system which can be challenging for the
relocated manager.
Employee relation issue that can influence working of manager in Paris
At present, the working system of Paris is truly under the influence of Yellow Vest
movement and has disturbed almost whole system of the country.
Yellow vest
Due to sudden rise in the Tax by the Paris government in the form of 26%, working
pattern of the Paris is greatly affected. The government had to face anger of the employee
community in the form of heavy protest. This protest has not only impacted the Paris government
but it has also impacted the private companies operating their business operation. According to
these companies, they have to suffer a huge loss of million dollars because this protest has an
impact on the sales of the products, cancelation of tickets at last minute closing of stores for
weeks (Reuters, 2019). This Yellow vest protest has actually generated an environment of
unemployment because due to heavy loss many companies have to lay-off their various
employees in order to remain sustainable in the market. As a result of 26% rise in tax, employees
started demanding an increase in their salary in order to maintain a healthy and secure life in

INTERNATIONAL HUMAN RESOURCE MANAGMENT 3
Paris. Even France governments were in fear because of this mass protest and were in great
pressure of reforming their policies. In Paris, Trade union have great influence on the employee
work and therefore are politicizing the matter for their personal benefits and are also getting
support from opposite parties. In Australia, employee relation depends on both verbal as well as
written document while in Paris it is totally based on written document which simply states that
if employee having a work experience of ten years has not written document to prove, then
employee is not eligible to calm raise in salary on the base of their experience and also will be
considered fresher. Therefore while offering an employee in Paris, the manager must focus on
the written document instead of verbal agreement (Bach & Bordogna, 2011).
Due to the impact of Yellow Vest protest, the Paris government has reformed their
policies related to employment opportunities in which they are focusing more on their filling
internal recruitment instead of filling vacancy by recruiting foreign country person and therefore
it will not be easy for the manager to manage in such situations. In addition, the company
operating in Paris must offer a minimum wage of 1,521.2 € per month to the labour with an
additional € 100 amount for maintaining healthy life as per the President of France in order to
continue operating in France. This decision has increased burden on the foreign companies
operating in Paris (The local, 2019). Unlike Australia social community has great influence over
the business environment in Paris and therefore it is important for every foreign company to
form a strategic partnership with the community in which they will agree to provide job
opportunity to Paris individual and then consider another country in order to operate smoothly on
Paris business ground. Yellow vest protest has offered great negotiation power to these Trade
union leaders and relocation manager must form a healthy relationship with these leaders in
order to run their business operation in an effective and efficient manner (Fargues, 2016).

INTERNATIONAL HUMAN RESOURCE MANAGMENT 4
Conclusion
Business expansion plays a very important role in the growth and development of every
country but at the same it is not easy to expand business at present dynamic business world
because there are various developed countries which offer challenges for the business expansion
in the formwork culture, values, language, climate and even attitude of the individuals. In order
to handle these challenges, the company must offer proper training to their relocation manager in
order to run business operating smoothly in foreign soil. In this training, the company must offer
some kind of practice situation which will help relocation manager to understanding reality. In
addition, relocation manager must be for one month tour in Paris so that manager can understand
the level of challenge which they are going to face while working in such condition. This will
help the manager to work on the issues faced by the manager while visiting Paris. In addition to
this management of the company must develop a compensation plan for relocation which will act
as a beneficial point while relocating in Paris like health benefit, trip, and some extra allowances.

INTERNATIONAL HUMAN RESOURCE MANAGMENT 5
References
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