HRM - International HRM Report - Analysis and Review, College Name

This report provides an analysis of International Human Resource Management (IHRM), examining its core principles and practices. It emphasizes the significance of HRM in achieving organizational objectives, highlighting the importance of Resource Based Review and VRIO in fostering competitiveness. The report discusses the universal applicability of best practices, emphasizing factors like employee training, performance-based pay, and job security. It explores the impact of globalization and external forces on IHRM, including the challenges associated with managing expatriates. The report also addresses the role of HR in adapting to organizational changes and managing a diverse workforce. The report also talks about the implications of international HRM practices and the policies that help in managing employees effectively. Ultimately, the report underscores the need for effective IHRM policies to ensure organizational success in a globalized environment.

International HRM

SUMMARY
Human Resource Management is an integrated management area that assists the business
enterprises in the acquisition and capitalization of competitive leverage. An HR strategy aims to
effectively manage the people and processes in an organized and orderly manner. The
application of Resource Based Review and VRIO suggests that Human Resource Management
holds extreme significance and value in respect organization productivity and profitability. It can
be ascertained that best practice models are regarded as universal and perspective in their
approach. According to Pffefer, attributes such as security, training opportunities and
performance related pay scale etc. boost the commitment of the workforce towards the
organization. Universalism is marked by affordability, non specificity, inflexible labor and
influence upon the HR sector. AMO models suggest HR policies are directly aligned to the
perforce of the same through the consideration of abilities, morale and prominent opportunities.
As per Ulrich model, HR roles can be defined in the form of strategic partners, experts in the
administrations, employee champion and the change agents.
International HRM focuses upon cross border management of the employees. The implications
associated with globalization, external forces, HR approaches and policies severely impact upon
the International HRM practices. Multinational firms are considered to be the enterprises based
out of the home nation but possess assets in foreign nations as well. Labor market polarization
contributed in the encouragement of inequality. Also, increase in volatility promotes
organization change in an emphasized manner. The facilitation of selection among convergence
and divergences depends upon a variety of factors such as industry nature, orientation, local
norms etc. Management of Expatriates can be a problematic concern due to adaptation
ineffectiveness, career concerns etc. The effective implementation and adoption of essential
expatriate policies such as training, career growth, allowances etc. can assist in regulating the
practices pertaining to international standard HRM practices and procedures in a well defined
and proficient manner.