International HRM Practices and Key Issues: A Detailed Report

This report delves into the realm of International Human Resource Management (IHRM), defining it as the strategic process of acquiring, allocating, and utilizing human resources effectively in a global business context to achieve organizational goals. The report outlines crucial IHRM practices, including employee recruitment and selection, emphasizing the importance of finding skilled individuals to contribute to organizational success. It also highlights the significance of fair, performance-based compensation to boost employee morale and retention, and the provision of relevant training and development opportunities to enhance employee skills and performance. Furthermore, the report synthesizes key issues in IHRM, such as complying with international laws and regulations, adapting to technological innovations, and retaining talented employees in a competitive environment. The report concludes by emphasizing the importance of IHRM in facilitating the smooth operation of international businesses and retaining employees for the long term, supported by references to relevant academic literature.

International HRM

Table of content
INTRODUCTION
TASK
Important Human Resource Management Practices
Synthesise key issues the management of Human Resources
CONCLUSION
REFERENCES

INTRODUCTION
 International Human Resource Management is defined as the process of Acquiring,
allocating as well as utilising human resource in appropriate manner in global business in
order to attain all defined goals and objectives effectively and efficiently. International
HRM perform various functions that are depends upon three dimensions such as HR
activities, type of employees as well as countries in operations.

Important Human Resource Management Practices
 Human resources management practice: HRM is defined as the practices and policies
that plays important role in conducting all human resource activities with international
business that are related to suitable employee staffing, ensuring staff development, manage
employee performance and compensation as well as encouraging employee to take active
part in organisational decision-making process.
 Recruiting and Selecting employees: Finding suitable employee is the biggest challenge of
any organisation. HRM practices facilitates the Tesco to select appropriate employees who
add value for organisation and help in attain all defined goals and objectives efficiently. As
Tesco is the multinational organisation that pervades its products and services in various
countries so it is important for respective organisation to hire skilled and capable
employees who help business to perform all task in well-defined manner to attain business
objectives (Stankevičiūtė and Savanevičienė, 2019).

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 Provide fair and performance-based compensation:
Contingent compensation is the best practice of human
resource management that plays important role in international
business. In this practice HRM department employee
compensation and other benefits are decided that boost
employee morale and motivate them to perform all
organisational task in efficient manner. As employees are most
valuable assets and Tesco want to retain them for long period
of time so, fair compensation is necessary for them. Tesco
evaluates all competitor policies and current labour market
trends than take decisions accordingly.

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 Provide training to employees in relevant skill:
Training and development is the best human resource
management practice in which every organisation
invests their huge time, efforts and budget in order to
enhance specific skills in employees that facilitates
them to perform particular task in efficient manner.
after recruiting most suitable employees it is necessary
to retain them with organisation for long run. So, HRM
department provide training as well as development
opportunities to employee (Sarvaiya, Eweje and
Arrowsmith, 2018). Training is related to new
technologies and other practices that enhance
employee knowledge, learning and performance in
efficient manner.

Synthesise key issues the management of Human
Resources
 Issue in management of human resource: As human resource management team faces
various key issues and problem that are related to the running the department as well as
enforcement of various HRM policies and planning in organisation which provides their
product and services at international level.
 Compliance with laws and regulations: It is the biggest problem and issue that are faced
by the international organisation to complying all employment laws and regulation in
managing human resource efficiently and effectively. As these legislations are changing
with time so there implementation is quite difficult within organisation.

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 Adopting innovation: As technology is continuously changing with fast rate so it creates
the high issue for human resource management (Kim and Bae, 2017). It is the problem for
small business to provide training to their employees regarding innovation and automation
to learn new technologies. Tesco also face the issue in its initial stage that affects the whole
organisation performance and profitability.
 Retaining talented employees: In current competitive business environment,
organisations face difficulty to retain employees within organisation for long period of
time. As employee turnover impacts negatively on business that decreases the organisation
profitability and productivity as well (Mariappanadar, 2020).

CONCLUSION
As per the above report, it can be concluded that human resource management is very
important process that help business to hire most suitable employees, provide training
them, deciding their compensation and manage employees in efficient manner in order to
attain all organisational goals and objectives within defined period of time. There are
various human resources practices that help international business to run business in
smoothly and retain them employee with organisation for long period of time.

REFERENCES
 Adler, N. J. and Ghadar, F., 2017. 6. A Strategic Phase Approach to International Human
Resources Management. In International management research (pp. 55-78). de Gruyter.
 Aybas, M. and Acar, A. C., 2017. The effect of hrm practices on employees' work
engagement and the mediating and moderating role of positive psychological
capital. International Review of Management and Marketing. 7(1).
 Boada-Cuerva, M., Trullen, J. and Valverde, M., 2019. Top management: The missing
stakeholder in the HRM literature. The International Journal of Human Resource
Management. 30(1). pp.63-95.
 Brewster, C., Mayrhofer, W. and Sparrow, P., 2018. HRM in Western Europe: differences
without, differences within. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.

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