BMP6003 - International HRM: Critical HR Practices at M&S

This presentation delves into the three most crucial international human resource management (IHRM) practices for Marks and Spencer (M&S): recruiting the right employees, effective employee management, and competitive compensation and benefits. It emphasizes the importance of aligning e...Read More

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

Assessment 2: Individual Presentation
Three most important HR practices for an international business
Name:
ID:

Contents
 Introduction
 3 most important HR practices for an international business
 Issues and challenges
 Conclusion
 References

Introduction
International human resource practices can be describe as the activities of organisation that is
associated with the management of employees along with this increasing their performance level.
Human resource practices of organisation is associated with the procure, allocation as well as
utilization of the resources in optimum manner in order to attain desired goals. This presentation
is based on Marks and Spencer company.

3 most important HR practices for an international
business (IHRM practice 1)
Recruiting right employees
This could be consider as one of the crucial and important human resource practices for Marks and
Spencer company while conducting business practices in international market area. Employees
are a company asset and they are responsible for performing different practices in order to attain
desired goals. The main best practice as a HR is to recruit individuals whose convictions line up
with your company. The right employees augment productivity and casing a fitting work culture
and morale. Accordingly, employing the right individuals is one of the vital worldwide HR
rehearses.

3 most important HR practices for an
international business (IHRM practice 2 )
Employee management
Employee management is refer as the human resource management practices which is responsible
to engaging employees with the business practices. It has been analysed that employees like to
get assessed, get criticism for their work. It causes them to get what is generally anticipated of
them and movements their concentration towards that. They support superior workers further to
keep working in a similar heading at a quicker pace. Employee management is a process that
assists Marks and Spencer employees with performing at their best and accomplishes respective
business objectives.

3 most important HR practices for an
international business (IHRM practice 3 )
Compensation and benefits
Compensation and benefits could be consider as the crucial international human resource practices
that will lead to have impact on overall practices of organisation. Fair compensation motivates
your employees to proceed with their great work and to try and outshine their performance.
Marks and Spencer compensation plan should remember the performance of the individual, the
worth they add to the business, and rivalry on the lookout. It is important for Marks and Spencer
company to provide right and accurate compensation or benefits to its employee for their great
work and performance.

Synthesis of Key Issues
Cultural challenges - Cultural issues and challenges could be consider as the major problem for
Marks and Spencer international human resource management practices.
International staffing - It is very difficult for Marks and Spencer organisation to conduct
international staffing as this will include large amount of cost to business. Staffing is a difficult as
well as complex process of organisation.
Proper communication- It is very challenges for Marks and Spencer company to have proper
communication to work intently inside the group when your teams are across the globe.

Conclusion/Summary
From the above presentation it has been analysed that international human resource practices consist
of different practices that will lead to affect its performance or productivity of organisation. it is
important for organisation to successfully and correctly conduct business practices at international
market area by attracting right set of employees.

Reference List
Nguyen, D.P. and et.al., 2022. Human resource management practices in higher
education: a literature review using co-word analysis. International Journal of
Management in Education, 16(1), pp.40-61.
Hamid, Z., Muzamil, M. and Shah, S.A., 2022. Strategic human resource
management. In Research Anthology on Human Resource Practices for the Modern
Workforce (pp. 1-16). IGI Global.
Gonçalves, R., and et.al., 2022. Analytical methods as a source of value in human
resource management in consulting companies. International Journal of Knowledge
and Learning, 15(1), pp.67-88.

Questions?

Thank You