International HRM Report: Leadership and Practices - GMU

This report provides a comprehensive analysis of International Human Resource Management (IHRM) practices, specifically focusing on the context of Tesco, a multinational supermarket chain. The report begins with an executive summary and an introduction to HRM, emphasizing its importance in achieving organizational goals. It reviews existing HRM practices, including recruitment, training, and development, and discusses how these practices contribute to resolving business issues and improving performance. The report then delves into leadership theories, particularly democratic leadership, assessing their application within Tesco. Key challenges in the international environment are identified, along with strategies for attracting and recruiting local talent. The report also addresses integrating cultural differences and reviews influences on behavior within the organization. It highlights best practices in HRM and concludes with recommendations for future improvements. The report emphasizes the significance of effective HRM in managing a global workforce, resolving conflicts, and enhancing overall business success. It also covers the importance of leadership styles in managing the work force effectively.

International human resources
management

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION...........................................................................................................................4
Review existing HRM practices of organization....................................................................4
Discuss importance of HRM practices with focus over how it helps in resolving business
issues for better performance..................................................................................................5
Assessment of the one of leadership theory in context to the selected organization.............8
Identification of the key challenges of international environment.........................................9
Analysis of the strategy which should be used to attract and recruit local talent.................10
Integrating cultural difference an organization plan to respond in that challenging situation11
Review and critically synthesize different influences on behavior in organization along with
interface management in integrating and balancing.............................................................13
Best practices of HRM.........................................................................................................14
Recommendation...........................................................................................................................17
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

EXECUTIVE SUMMARY
HRM refers to selecting and recruiting the best talent for an organization. This can help
to achieve the goal and objective of the organization. Different practices of Human resource
management can lead to get different functions and work within such an effective way to
accomplish and influence employee productivity. This report includes different HRM practices
of an organization along with its importance that can help to develop and manage different
functions of an organization. There is a discussion about the ways to overcome different
challenges and to achieve better performance in an organization. There is also the use of different
leadership theories that can help the organization to achieve its goals and objective. There is also
the use of different strategies to attract and recreate local talent in an organization and to
influence the management to integrate and balance. There is also integrating culture that can lead
to minimizing the differences between different cultures and helps to create a better environment
for work. This also includes different compensation and perform performance management for
expatriate employees. This report also includes some recommendations that can help Human
Resource Management to achieve goals and objectives more effectively.

INTRODUCTION
Human resource management is related to managing as well as controlling human
resource activities within company in an efficient manner. There are ample of approaches and
practices are used in the field of human resource management for achieving predefined
objectives within stipulated period of time. These approaches are also helpful in dealing with
different issues of human resource management in an efficient manner. Further, leaders & HR
manager s play a vital role in managing work force of company. In addition to this, there are a lot
of challenges and issues arise during international environment in terms of human resource
management (Zhong, Wayne and Liden, 2016). It is also imperative to attract local talent as it
helps to bring value in business. In the present report TESCO is taken into consideration which is
a renowned company and consider as the biggest supermarket supply chain within UK. It deals
in groceries and general merchandise and currently working in nearly 13 countries across the
globe. Here, HR management practices of organization are effective and helpful in managing
work force in an efficient manner. The present report focuses over HR practices of organization
and also discusses importance of HRM in dealing with issues related to human resource
management. It also includes leadership theories so that company can manage staff members
effectively. Different challenges and issues which can be arise when organization enter into
international market place have also been discussed in the present report. It includes strategies
for attracting local talent for enlarging business of organization. Further, international HRM
practices of other competitor organizations focus over compensation and benefits have also been
included in the following report. Lastly, it comprises some necessary recommendations for future
betterment and bring a change perspective in the field of human resource.
Review existing HRM practices of organization
It is stated that human resource are crucial part of business. So, each and every company
is likely to adopt significant strategies for managing human resources effectively. In context of
TESCO some crucial HRM practices are mentioned below:
Recruitment: It refers to create a pool of potential candidates who will undertake assign
task effectively so that company can attain desired goals and objectives. In recruitment, main aim
of organization is to get maximum number of applications so that they can select one suitable
candidate for vacant position within organization (Nieves, Quintana and Osorio, 2016).
Recruitment helps to get the right candidate who will drive positive results for entity. There are

two sources such as internal and external are used for recruitment. Internal source is related to
fill the vacant position by appointing existing staff of company. On other side, in external
sources candidates are selected from outside sources through campus recruitment, walk in
interviews and more. In context of TESCO, they are working at large level across the globe so
adopts both sources for selecting right candidate for vacant position.
Training and development: In present time, there are a lot of changes introduced in
business on regular basis so it is imperative to provide appropriate training to work force. By
this, they can easily coordinate with the changes which will lead business towards higher growth
and success. In reference of Tesco, they arrange appropriate training sessions for employees with
an aim to enhance their overall productivity and efficiency. With this, work force is able to
undertake their roles and responsibilities in an efficient manner which will help in growth of
company.
Motivation: Under this, employees are motivated to work in desired manner. Here,
company provides a lot of benefits to work force so that they get inspired to act in favour of
organization. In Tesco, HR managers use monetary as well as non-monetary approaches for
enhancing morale of staff members effectively (Chelladurai and Kerwin, 2018). By this way,
they are able to make the maximum benefits of skills and potential of employees. It is stated that
motivated employees tend to work hard for growth of business which will help in getting
positive outcomes for organization.
Discuss importance of HRM practices with focus over how it helps in resolving business issues
for better performance
Importance of HRM
Increase productivity and profitability: It is stated that employees are crucial part of
business and perform different activities for ensuring success of organization. In this regard,
HRM practices are helpful in managing human resources within company in an efficient manner.
Efficient employees are more likely to work in a better manner that will increase overall
productivity and profitability of business. It will minimize overall cost of company resulted
profit will increase. In TESCO, HR manager are efficient in managing and controlling work
force that will increase level of productivity and profitability of organization.
Retaining employees: In present time, it is not easy to retain work force for longer run. It
is analyzed that individuals are more likely to switch from one company to another in order to

explore in career and get better growth opportunity. Here, HRM practices are imperative to
motivate employees so that they stay with organization for longer period of time. Retention is
really important to manage cost of training and development at lower level. Further, it also
provides competitive edge to organization. In context of TESCO, effective approaches of human
resource management are helpful in retaining employees for longer duration.
Conflict resolution: In business, there are a lot of employees belong from different
culture, values work together. So, it is common to get conflicts which might put negative impact
over business setting. Conflicts also hamper relationship of individuals at work place and also
harms overall image of organization in market place (Stewart and Brown, 2019). It is essential to
manage conflicts in such a manner that will lead business towards higher growth and success.
Here, HR managers play a crucial role by maintain positive environment at work place where all
the employees can coordinate with each other effectively. In reference of TESCO, they adopt
effective HRM practices which will help to manage conflicts efficiently. By this way, company
is able to manage conflicts in an efficient manner which will drive positive outcomes for
business.
Review of the leadership theories
Leadership theory and approaches are important in various HRM practices it benefits the
effective achievements of HRM outcomes. They are the different theories and style of leadership
given vi the professionals and psychologist, in context to the different factors of leadership.
Tesco is using democratic leadership theory which is also considered as the participative
leadership approach. Blues a brief analysis and description of leadership theories and type of the
organisation leadership approach (Saenger, C., Jewell, R.D. and Grigsby, J.L., 2017) .
Critical analysis and review of two leadership theories
Leadership theories and approaches are continuously developing and keep changing from
the trait to transformational tumble is the critical review of some leadership theories.
Trait theory - this theory is illustrating that effective leader are having some common traits
of leadership, such as leadership skills which aid to the development of specific leadership
behaviors or pattern. According to this theory the leadership trait help the individual to influence
the others for value share and understanding. According to this theory leadership skills are
inherit or rooted characteristics. This focus on the analysis of employees trits and providing
them a training and development facilities according to that skills of individuals. There are the

four major group of the leadership traits which is given by this theory. Those traits groups are
personality, demographic, task competence and interpersonal attributes.
 Personality- this group of the trait is involving behavior patterns such as the comfort with
ambiguity and tendency of values associated with the effective leadership.
 Demographic – earlier in this group of the trait gender was the most considerable trait of
the leadership. But now that is totally clear that female and main leaders are equally
effective.
 Task competence – this group of the trait is involving the leadership skills according to
which individual can approach effective execution and task performance with emotional
stability.
 interpersonal attributes- this group of the leadership skills as involving leader approach
to the social interaction which should be according to Hoffman traits such as extroversion
and agreeableness.
Behavior theory – they was the very bad impact of trait approach due to its statement of
giving the importance to you just individual who is born with the leadership skill. So In response
to the criticism of trait theory, theorist and psychologist start searching leadership approaches
and context to the behaviour. So that behaviour theory is incorporating behaviour modification
approaches. By considering the impact of rewards and punishment in changing behavior of
employees. According to this theory successful leaders are not born with leadership skill but they
have developed this skills by having the behavioural experience and improve that with further
more practices. This theory is involving the pattern of behaviour in context to the specific
situation and employees behavior. This behaviour theory of the leadership is illustrating four
types or pattern of the leadership approach. Those leadership styles are, focus on the work
approach, focus on the team approach, team directing approach, participative approach. Below is
the brief illustration of behaviour leadership style in context to the Tesco.
Assessment of the one of leadership theory in context to the selected organization
Tesco is the multinational company which is having the multiple branch in different
countries, in context to the success of which organisation is using the effective leadership and
management approach. Such as in order to lead the international plan leader is using one of the
best leadership approach for their team management with in the objective of successful

achievement. For this organisation leadership styles of the behaviour theory are most effective
and helpful because this add to lead the situation what’s different behaviour and leadership
approach also by focusing on the employees behaviour. Such as from various studies it has been
analyzed that Tesco is using democratic leadership style which is also considered as the
participative leadership approach. Below is the brief description of participative leadership
approach of behavior theory in context to the Tesco.
Participative leadership style- this leadership approach is developed within the influence
of behaviour theory which illustrate that leadership traits is can be taught. According to
behaviour theory leadership is result of effective role and behaviour. Tesco is using participative
leadership style in each and every international planning. According to the Lewin democratic
leadership style, is involving the collaborative approach of the leaders and team members for a
specific goal achievement. Under this process or technique of the leadership leader give chance
to the subordinates for sharing their ideas and feedback. Through which leader for the take the
final decision by concluding the specific solution from employees ideas and feedback. Search is
in context to the Tesco international business plan. Each and every time companies using
democratic style to lead their team and make effective, human resources direction plan or
management plan, in context to the international development. This leadership style is suitable
for the organisation international HRM management because it helps to motivate the employees
and let them feel respect full and important for the organisation. Which is the very important
factors of performance and productivity development. Selection of this leadership style in
context to the Tesco international plan is relevant and effective because that is the one which
helps together lots of innovative international plan development and implementation ideas. And
giving chance to the employees is very important factor of this leadership style which influence
their employees to give their best for project success (Chow, T.W., and et.al.,2017) .
Description of the adequate behavior dimension which should be use by the organisation in
context to the new company development into the foreign.
When organisation start planning for the international business extension plan from that
time they have to start planning for behavioural management too. Because in order to develop
business in new foreign country. Organisation have to develop the strategy of foreign customer
and employment candidates behaviour management. There will be the need of proper
recruitment strategy, should aware about the key challenges of that foreign environment and

managing the cultural difference. Below is the illustration of some behaviour dimensions which
should be used by the organization (Phumpho, R. and Nomnian, S., 2019)
.
Identification of the key challenges of international environment
In context to the international HRM practices there are the various challenging factors
what has to be over see by the organisation and manage within the application of effective and
innovative management strategy. The key challenges of international HRM practices and
environment is related to the employment legislation and legal guidelines of the foreign country
related to the international business management and employment.
Language Barriers- one of the most common and impacting challenges of international
environment is language barrier. During the international planning that is important to consider
the language of foreign country where organisation is going to expand. Because this will affects
the customer relationship management and satisfaction. So that is important to select and recruit
local employees from that area which can effectively treat the customers.
Cultural Differences- Each and every countries having their own cultural values and
trends what is involving and influencing some important business factors like, food, tradition,
art, holiday, and social norms. All these factors are impacting the business practices and
important for that. Because that is the food Trend or culture is important to consider in the Tesco
project development and management process which should be effective for customer
satisfaction. Then in other hand holidays, cultural occasion is important to consider in the
marketing and business strategy which is challenging for the organisation to manage in a initial
phase. For that organisation need local marketing executives to make effective cultural
difference management approach.
Payment method- In context to the international business extension online payment and
other different payment mode should be save and secure, which is the leading challenge of
international business. This need various security approaches implementation in context to
accomplish the saved payment method at international level.
Foreign Laws- Once the effective plan of business international expend is develop then
the need of foreign legislative knowledge is the challenging factor which is important for the
business to make sustainable approach and business strategy. Such as Tesco in context to their

international HRM practices need to manage the challenge of foreign legislation understanding
and management with him their HRM practices.
Company’s Structure- Another leading international business challenge is development
of the effective organisation structure which should be appropriate to meet the competitive
edges. Such as they have to work for effective infrastructure and headquarter place. Which is is
challenging in context to the international business development but this can be managed by
effective tools and management model.
Analysis of the strategy which should be used to attract and recruit local talent
Tesco is the multinational employer organisation in context to which they have to be aware
about all innovative and effective way of talent recruitment. In relation to the international
business challenges of language barrier and customer treatment, that is important to use best and
attractive method of talent recruitment. Which can helps in the management of foreign customer
by talented foreign employees. Below are some important strategies of attracting and recruiting
local talent.
Understand the local culture of foreign business country-
In order to recruit best local talent of foreign country that is important to understand the
local cultural values of that country. Because the cultural values of countries varies from one
another. And it should be considered in the recruitment process for effective and legislative
process. Such as countries have their own employment law and legislation along with the culture
which should be considered by the organisation to make right talent recruitment. Clear
understanding of the foreign country local culture will help to make the right decision of
recruitment. There is important to know and understand it allowance taxed By the local
authorities.
Comply with local recruitment law-
In context to the Tesco international extension that is important to make effective
recruitment plan and compiling it with the local recruitment law. As it helps to effectively aware
and attract the candidate award job and along with this it reduces the chances of mistake and
foreign rule break . For example if organization is planning for the business extension in French,
then there they will need to make the job description and advertisement in French language.
There recruiter have to use French version of job description in order to reduce the chances of
misleading and attracting more talented candidates. Then in some other country recruitment

procedure should consider the data protection law. For example in UK recruitment information
should collected relevantly and limited. That is important to maintain the data protection in
order to poses the best image and market by reducing the chances of data misuse (Kamal, M. and
Lukman, Z.M., 2017).
Understanding supplementary benefits and allowance-
Multinational employers have to grab all essential knowledge of supplementary benefits
and allowance of that foreign country in context to the each and every job profile. This will help
in the effective HRM practices such as job description and advertisement development. With the
help of this knowledge Tesco can develop the effective talent attracting job description and
advertisement. In order to make effective HRM practices in every foreign country where the
organization is going to extend. HR manager and employees have to be aware about that country
supplementary benefits and allowance which will help in the talented employees attraction.
Employer have to develop their knowledge related to the each job profile benefits which has to
be offer by them to attract most talented employees.
All over the important factors which should be considered in the international recruitment
process is employment legislation, guidelines, culture and benefits which should be consider
with Hindi recruitment process.
Integrating cultural difference an organization plan to respond in that challenging situation
Cultural integrity is the approach of implementing and applying the culture of another country
within the organisational structure without compromising the own values and cultures. Such as
Tesco is managing this approach within there various international outlets. Through which they
are giving respect to the culture of foreign country and having some standards of their own
culture which should be followed by the others too. This is the type of cooperative cultural
management approach after different country. There are some strategies and methods of cultural
integrity explaining below in context to the Tesco.
Application of the clear policies, process and procedure-
In context to the cultural integrity organisation can make the application of clear policies,
process and procedure which is helping in the setting of clear cultural standards related to the
cultural acceptance improvement it and management. By setting the rules and regulations within
the organisation company can make the limits of cultural acceptance and presentation. This is

most effective way of managing the cultural challenges by setting the standards of cultural value
and regulation.
Develop and managed code of ethics-
International business plan should involve the code of ethics under which all the business
process and guidelines should we transparency presented to the consumers and stakeholders of
the organisation. Such as HR manager of the Tesco is using the effective and positive code of
conduct in terms of data protection, work equality and environmental safety facilities, sustainable
business approach. All of these are the ethical quote of conduct. Which helps in the management
of cultural challenges and the direction of more talented employees. Because they want to work
with the valuable organization (Koch, T., Gerber, C. and De Klerk, J.J., 2018).
Encourage accountability and ownership-
Tesco is using encouragement and accountability approach in their all international
outlets which helps in the effective management of cultural challenges. Such in context to the
customers feedback organisation is facilitating the opportunities of presenting there problems
with organisation team members. And in context to these feedback management organisation is
giving right it to the employees for owning the resolution decision at the absence of
management.
Engage, empower and educate-
For the effective management of employees cultural challenges one of the important
approaches effective team leadership. Which is involving the positive engagement,
empowerment and education of the employees. In context to the every risk of organization and
their job role responsibility. By understanding the local talent behaviour employer can manager
cultural challenge by educating them and engaging them positively in the job role.
Equip staff with important tools of their job role-
Inappropriate facilities of tools and techniques can impact the performance of employees
and their understanding towards the organisation culture. So in context to increasing the
productivity and performance that is important to facilitate all innovative tools and techniques.
Such as Tesco is implemented new innovative customer services tools which helps the
employees to provide effective services for customers. Leadership practices and behaviour is the