International Human Resource Management: Emerging Issues and Practices

This report examines key aspects of international human resource management (IHRM), focusing on the challenges and opportunities presented by virtual workplaces and the integration of augmented reality. It addresses the critical need for effective communication and work flexibility in virtual en...Read More

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International Human Resource Management
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How to have great HR in a virtual workplace
For every business to succeed it needs workers with talent, as they are an actual competitive
advantage and without a steady, engaged personnel, client and customer relations will suffer. In
other words, if one does not have the right employees in place, you will lose business to entrants.
Therefore, an organization or business should consider enlisting and holding the right people to
avoid losses or a high labor turnover (Janus, 2016). Continued communication with the
workforce is one of the things required for further planning as well as to let different members of
staff communicate their notions successfully. Though employees may be very far apart, there
ought to be sufficient communication, as this will ensure that virtual employees improve their
capability to underwrite, which consecutively amplifies creativity hence fit in a virtual
workplace.
Work flexibility is highly appreciated amongst a varied range of employees, so corporations
should use this as an employment tool to appeal to great ability and talent instead of relying on
money as a staffing tool. Hence the virtual workplace model will not only aid in recruiting top
talent in deprived of bursting your personnel financial plan, but will also make it easier to
maintain employees as well as build an established long-term labor force that one can shape their
business on.
The virtual workplace ideal, on the other hand, provides employees with a motivation to remain
in your organization besides their pay (Davulis & Petrylaitė, 2012) . The minute they experience
the greater work/life balance of a virtual workplace, it turns out to be much more challenging for
rivals to take them away with proposals of just extra money. However, running a virtual
workplace requires a high-performing virtual worker who tends to be; effects-orientated with

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advanced communications skills, practical rapport industrialist, self-sufficient as well as self-
disciplined and ready to set vibrant limitations between their work and private lives.
Technology also helps thoroughly track employee performance as this enables group front-
runner identify high performers and reward them accordingly. In addition, it helps in identifying
when employees may need additional support, exercise or training so none of the employees
feels out of place, stunned or forgotten.
Primarily, one should ensure they show their virtual worker that they treasure their effort, as
staffs may leave their present occupation for a different one if at any point they felt a novel
enterprise would esteem their hard work better. This is particularly essential for virtual personnel
since they have limited physical interaction, and frequently less feedback, compared to people
who work in an office. Companies should attempt checking-in with virtual workers more often
during the course of the day not only to enquire about their evolvement, but also to suggest
encouraging as well as productive responses. For instance in the virtual world, different
personnel mainly those in isolated areas may require a lot of guarantee and response to show
appreciation of their efforts.
Understanding culture clashes is also crucial in the virtual world as it is very ordinary to come
across slight social clatters when operating from diverse areas. Therefore, with first-hand
workers destined for transfer, it is essential to ensure social dissimilarities do not form a basis for
the new-fangled or existing employees to be hopeless, unhappy or confused (Jagoda, 2016).
Social differences may result to improvement, creativity and efficiency, but it also can give rise
to pressure among workforces. Therefore, to adjust to the assortment of virtual workers,
companies must strain to appraise the basic variances among the local philosophy to ensure that
they have a great human resource team.

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References
Davulis, T., & Petrylaitė, D. ( 2012). Labour regulation in the 21st century . Newcastle:
Cambridge Scholars.
Jagoda, P. (2016). Network aesthetics. Chicago [Illinois] ; London [England] : The
University of ChicagoPress.
Janus, S. (2016). Becoming a knowledge-sharing organization : a handbook for scaling up
solutions through knowledge capturing and sharing. Washington, D.C: World Bank
Group.

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Augmented Reality Comes to the Workplace
Employees, who panic that there will be a takeover of the workstation by machines should
understand that augmented reality intends to be an ally and not an intimidation. Instead of
substituting personnel, augmented reality increases mortal capability, letting persons and
technologies function better collectively than either could solely (Bank., 2019). In addition,
augmented reality theatrically speeds up the production process of goods, reducing the need for
physical inspection as well as reducing the time to market products.
Augmented reality also provides valuable protection and security training, especially where there
is an intensified possibility of danger (Gosney, Conroy, & Harper, 2012). For instance, personnel
can practice detecting probable threats as well as train on various ways to handle predicaments.
Lack of experienced candidates to fill existing occupations is problematic for human resource
proficient in most industries. Hence, using augmented reality will help train persons with little or
no formal training to do high-skilled chores (Dieck &Jung, 2019).
Augmented reality in the place of work helps optimize productivity in key business operations or
activities among first line consumers, goods, facilities or productions, as they are usually the
primary to involve on the forward facing outlines of dealings globally. In addition, augmented
reality coordination only complements a percentage of the environment as redesigning ensures
that they may concur with the real world, which could result to more affluent operator
involvements.
It can help improve communication in the place of work, currently; enterprise interaction
resolutions are not absent to assist organizations carry out business. It is unusual for a company

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not to use technology such as video conferencing to nurture cooperation besides solving
problems. Nevertheless, augmented reality can go further to intensify efficiency and
effectiveness in the place of work.
References
Bank., W. (2019). World development report. 2019, The changing nature of work.
Washington, DC: World Bank Group.
Dieck, M. C., & Jung, T. (2019). Augmented reality and virtual reality : the power of AR.
Cham, Switzerland: Springer.

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Gosney, M., Conroy, S., & Harper, A. (2012). Oxford desk reference. Oxford: Oxford
University Press.
How HR Can Enable People for the future of Augmented Work

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Human resource ought to take the chief lead in propelling augmented work in the place of work,
changing the human resources tasks as well as improving employee capability. Teams should too
begin learning about as well as designing a scheme of how best they can influence augmented
work in human resource to realize business proceeds across the organization (Eubanks, 2018).
At this instant human resource ought to take a governance and leadership position in an
organization. Of all departments, human resource have a duty to intensify and partner with
information business technology, consumer experience and involvement, corporate
communications, marketing, procurement and employer marking to advance an approach of how
augmented work can change and improve the employee experience (Fader, 2012). Human
resource has a chance to undertake a management position by being imaginative, innovative as
well as tactical in using augmented reality all through the employee work phase, from obtaining
different employs to onboarding, profession advance and drilling. Human resource also needs to
converse with the other departments about re-skilling obligation the organization desires to make
as augmented reality incorporates into the place of work (Cascio & Boudreau, 2011).
Redesigning the place of work to be alphanumeric in nature, exposed, showing, and
collaborative, yet offer chances for expansion, evolution, advancement, and motivation stage.
This ensures that a company has sufficient corporeal as well as arithmetical places to enable
person’s conferences. Hence, a distinction between the job automated and the task personnel are
required to undertake. This ensures the workforce is in line with the relevant skills.
Beforehand augmented reality can convert common places in business, obstacles such as
usability and employee reluctance require to be overwhelmed or addressed since augmented
reality displays are still in infancy and need time to mature. This is primarily a new means of

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pleasing personnel into just considering the new technique it requires people to fascinate and
perform on information and instruction.
References
Cascio, W. F., & Boudreau, J. W. (2011). Investing in people : financial impact of human
resource initiatives. Upper Saddle River, N.J: FT Press.
Eubanks, B. (2018). Artificial intelligence for HR : use AI to support and develop a successful
workforce. London, N.Y: Kogan Page Ltd.
Fader, P. (2012). Customer centricity : focus on the right customers for strategic advantage.
Philadelphia, PA : Wharton Digital Press.