HRM Issues: International HRM - Sydney to Paris Manager Relocation

This essay meticulously analyzes the multifaceted human resource management (HRM) issues that an HR manager in Sydney would encounter when relocating a manager to a subsidiary branch in Paris, France, in 2019. It delves into the complexities of international HRM, encompassing challenges such as adapting to different work cultures, navigating international employment laws, and managing expatriate employees. The essay explores the differences between domestic and international HRM, highlighting the need for cultural sensitivity, language proficiency, and understanding of local labor markets. Furthermore, it assesses the employment relations issues that would impact the relocated manager's working life in France, including adapting to French work culture, understanding labor regulations, and managing potential conflicts. The essay also examines the impact of time differences, language barriers, and differing work strategies. It provides insights into the advantages and disadvantages of international ventures and the importance of adapting policies to meet employee, country, and organizational needs. The essay uses relevant literature and provides a comprehensive overview of the key considerations for successful international manager relocation.

Identify and discuss the human resources management issues that a HR Manager in
Sydney in 2019 would have to consider when relocating a manager from Australia to
manage a subsidiary branch of an Australian multinational organisation that is located in
Paris, France. Furthermore, assess the human resource management and employment
relations issues that will impact on the working life of this manager in France in 2019.
International human Resource Management is said to be addressing at international level to
Human Resource Management. The purpose is to achieve the target and reach the objective both
at national and international level. This will give a tough competition to competitors.
International human Resource Management has same process like Human Resource
Management regarding recruiting. Selection, staffing, tanning and development, appraisal
structure as per the performance and also have some added process which are expatriate
management and skills management etc (Cascio et al., 2015).
Human Resource Management- it is process where recruiting, hiring, providing training to
employees and development of the organisation all is handled by the human resource
management. HRM decides whom to relocate to which country, state and at what position. All
are done as per the performance of the employees. they maintain all kinds of record with them
while analysis the employees. HRM have functions like retention of employees there on
boarding. Whom the employees should interact after joining. Listening to the problems of faced
by employees for which they have a separate department called ethics and compliance
department. They keep on conducting various activities for the motivation of employees.
The issues faced by the HR manager while shifting from Sydney, Australia to other country Like
Pars and France. The major issue in work will arise from shifting will be texture of work
performed in Domestic Human Resource Management and in International human Resource
Management. Domestic Human Resource Management involvement of management employees
is in only in one country but in International Human Resource Management where involvement
with the management employees will be in categories like the Parent company, the Host country
and the third country. Human Resource Management hires employees and retaining them and
providing salary is done as per the performance of the company. But in International Human
Resource Management has to pay more from the pervious company because the person is

shifting so expenses will vary from country to country accommodation will be required in
different country. Also it is needed for the achievement, control and coordination for foreign
subsidies and time and expense will take time to adapt the local environment of the other
country. Local HRM departments does not have to deal with culture and community difference
as mostly they reside from the same culture and community. In international HRM one has to
deal with multi culture and community differences because they are totally different from his
own country. Adjusting in different country takes time and is difficult to adapt the rules,
atmosphere culture. Both HRM has different perspective in domestic HRM attitudes are limited
but in international HRM the attitudes are not limited they are broader that domestic HRM. But
one has to accept and adjust himself with a;l the issues as world in transforming to international
and as per the requirement they have to move to other countries that what domestic country
wants for the betterment of the country and company (Noe et al., 2017).
Objectives of HRM
The primary objective of domestic HRM is to make sure that every individual get job as they
have right on it and it is also in favour of country and company that they can fulfil the
organisational goal and economic growth will also increase. Providing job satisfaction and self-
actualisation is the objective of HRM for positive relation between management and employees.
Maintenance of work life ethical behaviour and policies are fixed by HRM.
Objectives of International HRM
International HRM manages the diverse human capital employed. HR manager has to insure that
person should be comfortable with all facilities provided by them in different countries. People
employed from different country must be having some talent and capability to handle the work.
The objective is to make sure that regional disparity should not come between employees that
directly affect to the growth of the organisation. Culture and community difference should not
lead to miss gap between the employees. Cultural difference and risk being in other country
should be avoided for the betterment of individual (DeCenzo et al., 2017).

Problems faced by the Human Resource Management and International Human Resource
Management
Time difference between the countries it takes time top get used to with the time differences.
Language problem comes between the countries because mostly people use their own language
as a medium of communication.
Different strategies are followed in different countries. Work atmosphere is also different and
pattern of working is also different. Bring change in self according to the structure of country
becomes difficult.
Difference between Domestic Human Resource Management and International Human Resource
Management.
Parent Country Nationals (PCN)- PCN means people working in different country is not his own
country. It can also be called expatriate. Another term for them is De Facto in host country who
are working for more than five years. This is a risk of being called De Facto.
Host Country Nationals (HCN)- they are called as the citizen of there own country from where
they belong.
Third Country National (TCN)- they are the citizens of some other country other than where the
company is headquartered and from the subsidiary country which is host country.
Advantages are also present in relocating from country to country. Individual get to see country,
get to learn the different culture, work structure and work pattern. They get to interact with
different people, gain experiences etc all this helps in development of self and gives a good
impact for any further process or relocating to some other third country.
IHRM faces difficulty in international venture because of lack of understanding and adjustments
in managing the employees of domestic and foreign employees. Polices are modified and
changed as per the requirement of the employees and as per the requirement of country and
organisation (Brewster et al., 2016).

HRM and IHRM working together makes a good relation between the countries which help in
interaction to other relating countries involved.
Summary
Human Resources Management is a recruitment of own country and International Human
Resource Management recruits form different countries and it recruits on the basis of talent work
experience and knowledge of individual. Both HRM and IHRM has similar functions in
management process which involves training, orientations, developments etc. They try to
familiarise with the ethical values of 6he countries so that employees can adjust himself. IHRM
is related t internal and external factors whereas HRM relates to only internal factors.

References
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.