International HRM Reflective Logs: Year 6, Sem 2 - Capital College

This document presents a student's reflective logs from an International Human Resource Management (HRM) course, covering twelve weeks of study. The logs delve into various aspects of international HRM, including the differences between domestic and international HRM, the impact of globalization and cultural factors, recruitment and training practices for expatriates, performance management strategies, and the importance of employee relations in a global context. The reflections highlight the challenges and complexities of managing human resources across borders and the need for organizations to adapt their HRM practices to different cultural and national contexts. The course content includes discussions on multinational enterprises, cross-cultural activities, organizational environments, and the strategic importance of international HRM in achieving competitive advantage.

Running head: INTERNATIONAL HRM – REFLECTIVE LOGS
INTERNATIONAL HRM – REFLECTIVE LOGS
Name of the Student
Name of the University
Author Note

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Introduction
The human resources within the organization refers to the employees serving an
organization. The international human resource management that is undertaken by the concerned
organizations refer to the management of the human resources employed within the organization
on the international level. The international human resource management within the business
organization leads to the incorporation of the additional duties on the part of the management of
the business organization. These include the incorporation of the various international rules and
laws that need to be maintained by the organization in order to recruit as well as manage the staff
of the business organization (Morschett, Schramm-Klein and Zentes 2015). The international
management of the human resources within the business organization might further lead to the
development of the conditions wherein the company might have to implement the training
procedures for the people who have been appointed at the international locations as the
expatriates in the various positions within the organizational hierarchy. The international
management of the human resources within the business organization might further lead to the
development of the conditions wherein the company might have to implement the training
procedures for the people who have been appointed at the international locations as the
expatriates in the various positions within the organizational hierarchy. The various factors that
have been affecting the international management of the human resources of the business
organization refer to the impacts of the globalization, regional factors, national factors and the
factors that are related to the structure and the culture that is maintained within the organization
(Brewster et al. 2016). The following paper attempts to shed light on the course on international
human resource management that was undertaken over a period of twelve weeks.
Week 1
The human resource department within an organization refers to the functional area
within the workplace that deals with the management of the human resources within the given
organization. The human resources within the organization refers to the employees who have
been serving the organization. The human resource department within the organization is
responsible for the procuring of the resources, the management of the organizational
performance, the implementation of the employee relations within the organization as well as the
training and the development of the organization in discussion (Noe et al. 2017). The

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international human resource management that is undertaken by the concerned organizations
refer to the management of the human resources on an international level. The major functions
that have been undertaken by the organizations in terms of the international human resource
management aim at the development of the competitive advantage in the international markets.
The business organizations that have been planning an expansion in the international market
might face several issues in the process of internationalization of the business (Cascio 2015). The
major issues that might be cited in this case refer to the issues of recruitment of the potential
employees from the international talent pool as well as retention of the talent within the
organization.
Week 2
The domestic human resource management refers to the management of the employees at
the native location and market of the company. The domestic human resource management refers
to the accomplishment of the various activities related to the human resource management within
the native area of the concerned company. The management of the human resources in a
domestic setting is considered to be easier as compared to the management of the human
resources on an international level (Brewster et al. 2016). The international human resource
management leads to the incorporation of the additional duties on the part of the concerned
management of the organization. These include the incorporation of the various international
rules and laws that need to be maintained by the organization in order to recruit as well as
manage the staff of the organization. The international management of the human resources
might thereafter lead to the conditions where the company might have to implement the training
procedures for the people who have been appointed at the international locations as the
expatriates in the various positions within the organizational hierarchy (Reiche et al. 2016). This
might in turn lead to the increase in the expenses that are undertaken by the concerned company.
Week 3
The various multinational enterprises that have been active within the world tend to
implement the activities of international human resource management within the organization.
The major functions that have been undertaken by the organizations in terms of the international
human resource management aim at the development of the competitive advantage in the given
international markets. The business organizations that have been planning an expansion in the

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international market might face several issues in the process of internationalization of the
business (Bratton and Gold 2017). These issues generally stem from four key factors that are
observed to be related to the implementation of the international management of the human
resources. The various factors that have been affecting the international management of the
human resources of the organization refer to the impacts of the globalization, regional factors,
national factors and the factors that are related to the structure and the culture that is maintained
within the organization. Baum (2016) stated that the two major factors that need to be maintained
by the organizational human resources refer to the activities of the convergence as well as the
divergence of the various activities that are undertaken by the organization within the various
international markets.
Week 4
The culture within the business organization plays a great role within the management of
the international human resource management. The human resource management is heavily
impacted by the culture that is followed. The organizational culture that is maintained within the
organization tend to implement various operational inclusions in the international human
resource management (Collings, Wood and Szamosi 2018). These include the incorporation of
the various international rules and laws that need to be maintained by the organization in order to
recruit as well as manage the staff of the organization. The international management of the
human resources might further lead to the development of the conditions wherein the company
might have to implement the training procedures for the people who have been appointed at the
international locations as the expatriates in the various positions within the organizational
hierarchy. The business organizations in the international markets tend to deal with the cross-
cultural activities in order to incorporate the staff who have been belonging to the diverse
cultural backgrounds (Brewster, Chung and Sparrow 2016). The implementation of the cross-
cultural management within the organization tend to assist in the resolution of the issues that are
presented within the organization by the diverse workforce.
Week 5
The organizational environments refer to the various environments wherein the given
business organizations have been featuring. The functional area of the company that has been
dealing with the issues raised by the human resource management is observed to be affected by

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the various activities that are related to the organizational culture. The two major factors that
need to be maintained by the organizational human resources refer to the activities of the
convergence as well as the divergence of the various activities that are undertaken by the
organization within the various international markets (Stone and Deadrick 2015). The majority
of the activities that are faced by the company are intrinsically related to the standardization and
the localization of the activities that are undertaken by the concerned department within the
given organization. The growth of the multinational enterprises within the given market is highly
dependent on the development of the management of the employees of the organization who
have been serving the company at the various international market locations wherein the
concerned business organization have been operational (Morschett, Schramm-Klein and Zentes
2015). The organizational context affects the performance of the department of human resources
as well thereby affecting the overall organizational performance.
Week 7
The recruitment process that is undertaken by the concerned functional area within the
organization refer to the appointment of the potential employees within the organization. The
process includes the selection of the concerned employee from the available talent pool within
the given market (Crawshaw, Budhwar and Davis 2017). The department of the human resources
then need to implement a systematic and necessary process of the selection and the employment
of the most suitable candidate who would be eligible for the job. The international management
of the human resources might lead to the development of the conditions wherein the company
might have to implement the training procedures for the people who have been appointed at the
international locations as the expatriates in the various positions within the organizational
hierarchy. This might in turn lead to the increase in the expenses that are undertaken by the
concerned company. Shen et al. (2015) opine that the selection of the potential employees from
the global pool would require the knowledge of the concerned departmental executives in terms
of the cultural differences that exist between the native culture of the concerned organization and
the cultural practices that are maintained at the international location.
Week 8
The training activities that are undertaken by the concerned department for the
management of the human resources tend to deal with the education of the concerned existing

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employees in relation to the organizational culture and the operations within the organization.
The implementation of the proper training helps in the increase and the upliftment of the
knowledge base of the concerned organizational employees (Ayentimi, Burgess and Brown
2018). This in turn helps in the overall development of the various functions within the
organization as well as the improvement in the competitive advantage. The organizations that
have been planning an expansion in the international market might face several issues in the
process of internationalization of the business. These issues generally stem from four key factors
that are observed to be related to the implementation of the international management of the
human resources. The various factors that have been affecting the international management of
the human resources refer to the impacts of the globalization, regional factors, national factors
and the factors that are related to the structure and the culture that is maintained within the
business organization (Wilton 2016). The employment of the training activities would in turn
help in overall development of the knowledge base.
Week 9
The performance management refers to the development of the work environment within
the given organization that assists the organizational workforce to deliver the best of their
performance towards the organization. The management of the performance of the concerned
employee is known to commence with the requirement of the job role as is implemented by the
concerned employee. The performance management of the employees is known to undergo three
major phases (Mone and London 2018). These include coaching or the training of the employee
in the delivering the factors that are needed for the smooth functioning of the concerned business
organization. The second step involves the implementation of the corrective measures in case the
employee has been faltering in delivering the needed performance towards the development of
the business organization. The majority of the activities in the second step are used as a warning
for the concerned employee as well as helps him or her to develop a proper understanding of the
quality that the company expects the employees to deliver. The third step in the process refers to
the process of termination (Sobhanallahi, Gharaei and Pilbala 2016). This step is generally
implemented within the organization in order to get rid of the employees who are observed to be
incapable of delivering the performance that is required for the overall improvement of the
concerned company.

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Week 10
The employee relations within an organization refer to the relationships that are
maintained within the organization among the employers and the employees. The multitude of
the business firms tend to implement several methods that would help in the overall management
of the organizational operations on an internal level (Guest 2017). The employee relations help
in the development of the business organization on the basis of the various issues that stem from
the glitches that might arise among the employees of the organization. The employee relations
within the organizations are generally maintained and looked after by the department of human
resources with the help of the trade unions that are found to have been existing within the
organization (Nankervis et al. 2016). However, the trade unions that have been featuring within
the international markets tend to deal with the varied issues that arise from the differences within
the labor relations that exist within the countries.
Week 11
The business organizations featuring within the international markets tend to implement
various ways in seeking an entry into the international markets. These include the inclusion of
the joint ventures, the acquisitions as well as the mergers that are undertaken by the organization
in discussion (Greve and Man Zhang 2017). The organizations further implement the various
approaches towards the change management in order to provide a proper support to the entry
mode that the company has been following in order to make an entry into a selected international
market. The various techniques that are implemented by the organizations for the entry into the
international markets refer to the acquisitions of the international talents and other resources that
might help in the overall development of the organization as well as put forth an increment in the
competitive advantage of the given organization (Yan and Luo 2016). The mergers are initiated
within the companies in a scenario wherein the operations of two or more companies are
observed to have been merged together in order to address the various issues related to the
expansion of the guest company as well as the understanding of the host market and the target
audience who have been present within the given international market.
Week 12

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The management of the human resource of an organization on an international level tends
to have huge effects on the development of the given organization. The future trends that are
demonstrated within the department of the human resource refer to the improvement of the
globalization, the increase in the implementation of the various forms of mergers, joint ventures
and acquisitions as have been implemented by the various multinational organizations that have
been planning to put forth an expansion into the foreign markets (Noe et al. 2017). The growth of
the multinational enterprises within the given market is heavily dependent on the development of
the management of the employees who have been serving the company at the various
international market locations wherein the concerned business organization have been
operational. The business organizations that have been planning an expansion in the international
market might face several issues in the process of internationalization of the business. These
issues generally stem from four key factors that are observed to be related to the implementation
of the international management of the human resources of the organization (Collings, Wood and
Szamosi 2018). The improvement of the international management of the human resources
would further assist the development of the competitive advantage.
Conclusion
Thus, from the above discussion it might safely be stated that the international human
resources management helps in the development of the performance of the business organization
in the international markets. The human resource department within the business organization is
considered to be responsible for the procuring of the resources, the management of the
organizational performance, the implementation of the employee relations within the
organization as well as the training and the development of the business organization in
discussion. The international human resource management that is undertaken by the concerned
organizations refer to the management of the human resources on an international level. The
international human resource management leads to the incorporation of the additional duties on
the part of the organizational management bodies. These include the incorporation of the various
international rules and laws that need to be maintained by the organization in order to recruit as
well as manage the staff of the organization. The international management of the human
resources might further lead to the implementation of training procedures for the people who
have been appointed at the international locations as the expatriates in the various positions

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within the organizational hierarchy. The growth of the multinational enterprises within the given
market is heavily dependent on the development of the management of the employees who have
been serving the company at the various international market locations wherein the concerned
business organization have been operational. Thus, it might safely be stated that the
multinational organizations might benefit on a high scale with the implementation of the proper
practices of international human resource management.

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