International Human Resource Management Report Analysis

This report delves into the realm of International Human Resource Management (IHRM), specifically within the context of a call centre company. It commences by defining IHRM and its significance in managing a global workforce, emphasizing its role in recruitment, selection, training, and development. The main body of the report explores the impact of culture on managerial decision-making, covering planning, organizing, leading, and controlling. It further addresses cultural issues such as maintaining and reinforcing organizational culture, and involving all team members. The report also examines the management of people as a business integral to international firm strategies, including strategy formulation, setting objectives, evaluating the organizational environment, setting quantitative targets, aiming in context with divisional plans, performance analysis, and choice of strategy. The report concludes by highlighting the advantages of strategic management in discharging board responsibilities and providing a framework for decision-making.

INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
CONCLUSION....................................................................................................................................7
REFERENCES....................................................................................................................................8

INTRODUCTION
International human resource management can be defined as to manage the manpower
of an organisation at global level. All kinds of rules or regulations which aimed to allocate
staff members of company to attain organisational. It also helps in gaining competitive
advantages over various kind of competitive companies at global level. Human resource can
be known as backbone of any company because all efforts or hard work is done by them only
to complete desired profits or benefits of company. International human resource is also
includes several kind of firm’s system and it’s employment practices to enhance skills or
abilities of them (Cavusgil and et. al., 2014). Overall, its all about to fulfil all responsibilities of
human resource management at global level. There are various aspects but the major one is to
do recruitment and selection of desired candidates for various designations of organisation to
fulfil its responsibilities. Many other activities which need to be manage by this department
related to employees only like training and development which may considered as secondary
functions. This report is based on call centre company which need to maintain its human
resource more effectively. This assignment will involve impacts of culture on managerial
decision making and management of people as business resource integral to international
organisational strategies.
MAIN BODY
Human resource may define as an important tool in every organisation at global level
because to implement any kind of modifications or attaining of goals are only possible with
their support. Manpower of any enterprise if an essential component to carrying out different
activities or processes to achieve desired targets on regular basis. Better management of
manpower facilitate to attain effective brand image amongst clients to attract and retain them.
This will result in make strong position of company in front of competitive firms in changing
scenarios of market. International human resource is done at global level which is quite
difficult to complete its necessary aspects (Tyson, 2014). But if it will be done effectively as
well as efficiently then it will definitely improve the productivity or profitability of an
enterprise. Some of international human resource responsibilities include:
 Recruitment and selection
 Training and development
 Human resource planning
 Assessing performance of employees
 Payment and reward systems
 Initiatives to align employee developments to corporate strategies.
Impact of culture in managerial decision making
The managerial decision making is an important function to conduct various kind of
activities or procedures to achieve desired goals and objectives more effectively as well as
efficiently. Every aspects of an organisation related to allocation of resources and activities to
staff members as per their field of expertise in an enterprise. Managerial decision and roles
have an essential prospect to organise everything in call centre company to attain better
profits or benefits for firm. Any business is affiliated by the culture of that particular area in
which an organisation is situated as well as that place where it deals to fulfil several aspects
of it. Culture will impact on managerial decision in positive and negative way (Warner, 2014).
In such condition the management have to take care of all this and grab opportunities or

control challenges along with it. Some of managerial decisions which can be affected by
culture in international human resource management of call centre company are as follows:
Planning: - It refers to a primary and key step which is needed to be done as per nature or
desired of particular procedures so that it will be organised well to attain appropriate
prospect. The call centre company become able to identify threats of process before
implementing it practically and solve them easily to get rid of loss. Planning may have
affected by culture in several ways which are as follows:
 The firm can decrease the degree of risk that plan should contain.
 Whether plans should be prepared by an individual employee or group of workers.
 The factor of environment scanning which may involve by managers of company.
Organising: - This term can be defined as to allocate the available resources and manpower
in correct direction a per requirement of every operational department. It can consider as task
of a manager to assign various types of activities or processes to staff members according to
field of expertise. This results in stressful working of employees to attain better outcomes
from implemented inputs for benefits of firm (Knowles, Holton III and Swanson, 2014).
Organising may affect by culture is given below:
 The amount of autonomy which should be designed into jobs of staff members.
 Desired task of firm to achieve goals and objectives should be done by an individual
or by team members.
 The essential factor of effective communication between different departmental
managers and heathy interaction amongst them.
Leading: - This term refers to various kind of techniques or styles of leadership to facilitate
efforts of employees in correct direction to achieve goals. A leader has some unique as well
as inspiring qualities by which people feel happy by following the. This approach will
support to inspire workers in appropriate way to receive better outcomes for call centre
company. Leading may affect by culture in certain ways which are as follows:
 The factor of making employees to be feel satisfied by their leader’s behaviour as
well as by firm’s norms.
 Leadership style are appropriate or not as per employee’s views.
 Whether all disagreements- even constructive ones- should be eliminated.
Controlling: - There are various types of activities or events which will be organised in call
centre company to attain desired missions and targets. But everything has opportunities as
well as challenges along with it. So, managers have to make sure that positive aspects should
be grab at right time to gain profits (Vivares-Vergara, Sarache-Castro and Naranjo-Valencia,
2016). Threats should be controlled and reduced otherwise the firm may face huge loss of
money, raw material or time. Controlling of challenges may affected by culture which are
given below:
 It is quite difficult to decide that whether to impose external controls or allow staff
members to regulate their own actions.
 The criterion or strategies become quite difficult to evaluate performances of
employees al global level.

 It will become more challenging to control when exceeds budget because firm deals
at global market and it considers people of various kind of culture following
employees having their dissimilar thoughts.
Some of cultural issues: There are various kind of issues and problems which may arise in
an organisation. It is necessary to identify them and sort out by appropriate methods
peacefully to carry out desired activities in an enterprise more effectively and efficiently.
Several cultural issues of call centre company are given below:
 Maintain organisational culture: - It is important to build specific environment of
an organisation by implementing various kind of rules and policies. These norms will
be followed by each and every employee to build healthy environment so that people
are able to work peacefully to generate desired outcomes.
 Reinforcing it at all times: -Culture of an enterprise must be constant of its value,
ethics and even general work environment. It doesn’t mean that they are able to
improve their culture (Purce, 2014). The firms need to implement various kind of new
and innovative policies but do not exceed limits of basic values or ethics of company.
 Involve all team members: - The organisation has to apply degree of equality
amongst employees. They will involve several meetings or conferences related to
their work and ask them for suggestions. This will make them to feel valuable in firm
and by aspect firm can retain as well as attract workers.
Management of people as business integral to international firm strategies
Strategy formulation can be defined as that procedure of choosing most appropriate
course of action for realisation goals or objectives. In general, there are different kinds of
strategies or policies which are important to carrying out certain activities of any firm. It is
also essential to make changes or modifications as per changing trends of market. In an
organisation, it is necessary to make several strategies to manage human resource. It is
important to do human resource management at global level to conduct various activities or
processes in proper to attain desired goals or objectives (Kianto, Sáenz and Aramburu, 2017).
The call centre company has to formulate effective strategies by following several steps
which are given below:
 Setting organisations’ objectives: - This can be described as key component because
it is primary task to determine desired goals or objectives. If the call centre company
set its targets, then only they are able to build correct strategies to complete it. It
includes fixation of objectives and that required medium to utilise to attain desired
targets. It is necessary to analyse factors before selecting objectives. Elements
influencing strategic decisions should be need to studied thoroughly to make
appropriate decisions.
 Evaluating organisational environment: - This term refers to evaluate all related
factors like economic and industrial environment in which call centre operates. The
firm can carry out qualitative and quantitative review of organisational product line.
This may facilitate to determine its own strengths and weaknesses as well as compare
them with other companies. It provides support to make more effective or efficient
strategies to complete desired goals of call centre company.
 Setting quantitative targets: - This level of process defines to fix quantitative target
values of firm which are necessary to fulfil some organisational goals. This facilitate

that idea of comparison with long term clients, so as to evaluate contribution. This
may result in making better product by implementing desired features into product to
satisfy loyal customers.
 Aiming in context with divisional plans: - Next step of process is to determine
various kind of aspects related to objectives. This may identify department or division
or product category which may support as per strategic planning for every sub-unit
(Kang and Shen, 2014). To conduct this step, it is required to do careful study or
analysis of macro-economic trends.
 Performance analysis: - It refers to involve discovering and analysing gap between
planned or desired performance. In simple words. The call centre company have to set
standards of performance and them measure actual performance. After that they have
to study gap between both to enhance it for better outputs. This evaluation helps to
identify threats or issues of working of employees and they can solve it by putting
desirable efforts towards it. This attempt may determine probable future of of an
organisation as per current situation.
 Choice of strategy: - This is the last step of strategy formulation where call centre
company have to choose desired alternative as per circumstances and necessity of
firm. It refers to best action of course which is actually chosen after considering
organisational goals, strengths, potential and limitations as well as external
opportunities. By implementing a correct or appropriate strategies, it is an assurance
to attaining desired targets or objectives in future. It is not enough to just apply it but
also firms also have to evaluate its impact and ready to solve probable issues or
problems. The organisations have to put a second choice if current attempt arises
some major problem to reduce losses.
There are several strategies which every firm can apply as per requirement to manage
human resource. The call centre company may implement such policy to allocate
available resources and tasks to staff members as per their field of expertise. This will
facilitate employees to work generate better outcomes and perform stress free.
Advantages
Discharges board responsibility: - It is observed that many of companies needs to
implement strategic management process is that it may discharge responsibility of Board
of Directors.
Forces an objectives assessment: - The term strategic management render kind of
discipline which facilitate smooth and proper working in company. This will result to
establish a forcing factor to attain goals.
Provides framework for decision making: - It is helpful to provide supporting factor to
make proper and appropriate decision to achieve targets of organisation (Horwitz, Budhwar
and Morley, 2015).
Supports understanding and Buy-In: - It provides an opportunity to staff members to
understand about correct direction of implementing and benefits may attain through it.
Provides organisational perspectives: - It helps to observe and evaluate various
components which are inter related with each other in order to develop strategy.

Disadvantages
Future does not Unfold as Anticipated: - This term refers that it requires to anticipate
future environment in order to build plans but such prediction is not easy undertaking.
There must be risk and uncertainty for applying procedures.
It can be expensive: - It is not possible for every firm to hire external consultant to make
strategies for them because it will be quite expensive which they are unable to afford.
Long term benefits Vs Immediate results: - Strategies are designed for long term
achievements but if they want immediate and excellent results then it is not possible.
Comparisons
Strategy formulation Strategy implementation
 It includes planning and decision
making to develop organisational
strategic goals.
 This involves all aspects related to
execution of strategic plans of
company.
 It is an entrepreneurial activity
which placing forces before action.
 It is administrative procedure for
managing forces during the action
(Oh and et. al., 2017).
 It is a rational process which
emphasize on effectiveness.
 It is an operational process which
emphasize on efficiencies.
 It requires great deal of initiative,
logical skills and co-ordination
among few individuals.
 It needs specific motivational,
leadership traits and mutual co-
operation among many people.
CONCLUSION
The above report concluded that human resource management at international level
have its own importance in corporate world. It is necessary for large scale enterprises so that
they become able to manage their manpower. This procedure facilitate to allocate available
resources as well as tasks to staff members. If they will assign all required activities or
process to employees as per their field of expertise then it will provide better profitability of
firm. This will happen due to stressful working in respect of interest and efficiencies of
workers. Such management can be done successfully only through making important
decisions as per requirement of firm. This assignment also discussed that every organisation
have to build some strategies or policies to run its business property. These aspects should be
made according to nature of product or services manufactured in company. At the other hand,
there are several cultural impacts also on decision making of firm regarding effective
strategy. This aspect have both negative as well as positive affects on criterion of company.
As it is obvious that staff members of an enterprise belongs to different religion then it will
impacts on their thoughts. Sometimes, when company want implement changes or

modifications as per necessity generated by trends of market. Then it can be done with
support and efforts of employees. Their response towards anything must be affiliated with
their thoughts of religion and culture. And due to this they deny to accept several strategies.
But different culture of people provide various unique or innovative alternative choices for
making decision. This report have learning outcomes which provides to understand that
human resource management can be considered as business resource integral. It is true
because only doing recruitment and selection of desired candidate cannot complete targets.
But the organisation have to manage it in proper manner with appropriate tasks and
responsibilities. This will facilitate to attain goals or objectives of an enterprise.
REFERENCES
Books and journals
Cavusgil, S. T., and et. al., 2014. International business. Pearson Australia.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Warner, M., 2014. Culture and management in Asia. Routledge.

Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Vivares-Vergara, J. A., Sarache-Castro, W. A. and Naranjo-Valencia, J. C., 2016. Impact of
human resource management on performance in competitive priorities. International Journal
of Operations & Production Management. 36(2). pp.114-134.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource
management practices, intellectual capital and innovation. Journal of Business Research. 81.
pp.11-20.
Kang, H. and Shen, J., 2014. International human resource management policies and
practices of South Korean MNEs: A review of the literature. Asia Pacific Business Review.
20(1). pp.42-58.
Horwitz, F., Budhwar, P. and Morley, M. J., 2015. 21. Future trends in human resource
management in emerging markets. Handbook of human resource management in emerging
markets. 470.
Oh, I. S., and et. al., 2017. Human capital factors affecting human resource (HR) managers'
commitment to HR and the mediating role of perceived organizational value on HR. Human
Resource Management. 56(2). pp.353-368.