International Human Resource Management Report: Strategic Overview

This report provides a comprehensive overview of International Human Resource Management (IHRM). It begins by exploring the strategic role of HRM, highlighting the importance of managing employees in a global context, particularly within retail sectors like Marks and Spencer. The report then delves into key human resource practices, including workplace safety, compensation and benefits, employee training, recruitment and selection, and health and safety. It emphasizes the link between HRM practices and organizational performance, discussing employee motivation strategies based on Maslow's Hierarchy of Needs, and methods such as training and development, and employee engagement. The report also examines recruitment and selection practices, including candidate information management, privacy and security, and the use of social media. Finally, it covers performance appraisal methods, such as general appraisals, 360-degree appraisals, and technological performance appraisals, concluding with an overview of the key takeaways from the study.

INTERNATIONAL
HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
Strategic Role of HRM................................................................................................................3
Human resource practices and organisational performance........................................................4
Recruitment and selection practice.............................................................................................5
Performance appraisal.................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human asset assumes an exceptionally crucial part in each business association, without
them no business unit can survive its business exercises and functions. The whole procedure and
development of business is to a great extent relies on the execution and productivity of
representatives so administration requires overseeing and inspire them in such way so as they can
play out their parts and duty in a viable way (Creswell, 2013). It is very important for the Human
resource management to manage and motivate its workforce in such manner so as they can retain
within company for long time. The current report provides the detail knowledge and
understanding about managing staff engagement and performance, recruitment and selection,
performance evaluation and compensation.
Main Body
Strategic Role of HRM
International human resource management includes the company's work system and its
employment practices. There is a relationship between the human resource activities of
organisation and the foreign environments in which organisation operates. In the retail sector
employees plays a very crucial role in achieving organisational objective. Entire business
activities and function is carried out by human resources within the company. While company
deals internationally then it is also very important to manage the employees in the foreign
environment (Daniel and Sam, 2011). For example Marks and Spencer is one of the leading
retail outlet which carried out its business operation internationally. In this company, HRM
department have great responsibility to manage the employees internationally in such manner
through which they can achieve their target and retain within business for long time. Following
are various strategic role of HRM which should perform by HR manager while handle
employees internationally- Workplace safety- This is one of the significant role of the HRM department to manage
working environment of the company in such manner so as every one can safely carry out
their working for achieve organisation objective. Compensation and benefits- HR manager have to provide the compensation and benefits
to employees according to their performance and efficiency. HR manager have to analyse
and observe the efficiency and performance of employees and pay their compensation
and incentive accordingly (Arulrajah and et.al., 2015).

 Employees training- HR manager have to organise training and development program
for employees according to their requirement. With help of this training program,
employees can improve their skill, knowledge, ability, capability etc. Recruitment and selection- It is another major role of human resource management
department to manage the workforce. With help of recruitment and selection function,
HR manager can recruit and hire employees within the company.
 Health and safety of employees- It is also very great role to manage the health and safety
of employees within an organisation. HR manager have to follow the legislation and
regulation regarding the workforce management within the company (Arulrajah, 2015).
Human resource practices and organisational performance
As discussed that human resource is very crucial part within the company for achieve
determined objective. Thus, it is very important for management to manage and motivate
employees in such manner so as they can achieve objective in effective and efficient manner.
Employees motivation is the best human resource practice that assists in improving organisation
performance. Employees motivation is a process of encouraging, appreciating, inspiring and
recognising employees for their efficiency and productivity within company and this
appreciation is considers in terms of monetary and non monetary rewards. There are several
kinds of ways to motivate employees and encourage employees so as they can perform in high
standard. With assistance of effective employee's motivation, company can easily gain the high
standard of outcome. (Fiegen, 2010) By understanding the Maslow's Hierarchy need theory,
company can motivate and encourage employees. Organization's supervisor can take after
Maslows hypothesis of inspiration under which firm satisfy five premise needs of workers, for
example, physiological, wellbeing, adore having a place, confidence and self actualisation
require. With a specific end goal to fulfil physiological need, organization can give powerful
workplace and legitimate game plan of working like appropriate air, water, rest, occasion and so
on. Employees need can satisfy by employer stability and safe workplace. Love and having a
place need can fulfil by companions, relative, partners (Flick, 2011). Confidence need can fulfil
by successful pay, incidental advantages, compensation, pay, extra, perquisites, alluring prizes
and so forth. Self actualisation need can fulfil by acknowledgement, thankfulness, higher duty,
advancement, increase and so on. Thus, it can be said that by understanding the Maslow
motivation theory, company can motivate employees within the company. Following are some

ways and systems that adopted by organisation to motivate employees and manage their
performance- Training and development- It is one of the effective way to motivate employees within
the company by which organisation outcome can improve. It is a kind of activity which
organised by management in order to improve employees skill, ability, knowledge,
capability, strength etc. It provides opportunity to employees for enhancing their existing
performance, knowledge and ability regarding their work (Garner and Scott, 2013 ).
While company provides this kind of opportunity to employees then their motivation
level can positively enhance and they can motivate for give the best efforts to achieve
business success.
 Employees engagement- This is another significant way to motivate employees under
which top management invites employees within the decision making process so as they
can share their views, opinion, suggestion, conflicts ad issue regarding their work with
management. This criteria help to employees in sharing their stress, frustration regarding
their work through which they can motivate in effective manner (Gay, Mills and
Airasian, 2011). For example, Marks ad Spencer can encourage its workforce while it
takes participation of employees in the business decision making process. With help of
these criteria, employees can feels important themselves.
Recruitment and selection practice
In order to manage the human resource internationally, Marks and Spencer organisation
have to focus on the effective recruitment and selection practices. Cited venture can follow
various recruitment and selection practices which are discussed below-
 Keep track of candidates information- In this practice, HR manager have to focus on the
candidate's information so as effective analysis can conduct for them.
 Ensure privacy and security for candidates- This is another one of the significant practice
of recruitment and selection by which HR manager have to focus on the privacy and
security about the information of candidates. While any candidate apply for a vacancy in
the company then manager should ensure that their information is kept confidential. This
practice has been adopted by the HR manager of Marks and Spencer to carry out
recruitment and selection process in effective and efficient manner.

 Leverage social media platforms- With help of this practice, HR manager can attract the
large numbers of employees toward the organisation (Kriz, Gummesson and Quazi,
2013.). On the various platforms of social media, HR manager can announce the
information about the vacancy within the organisation. This platform of social media
helps to the candidate in informing about the various kinds of vacancy within the
company and attract them in large manner.
Performance appraisal
Performance appraisal is a systematic evaluation, analysis and assessment of the
performance of employees within the company. On the basis of employees efficiency,
performance and productivity, organisation can provide promotion, increment and higher
responsibility to workforce. The major advantage of the performance appraisal is promotion ans
compensation. Performance appraisal can help to the manager to chalk out the promotion
programmes for efficient employees. There are various kinds of performance appraisal which are
discussed below- General appraisal- This is the general communication between manager and the
employees throughout the year. At the end of the year they will determine if the pre set
goal and objective were met (Kumar, 2014). 360 degree appraisal- This appraisal can conduct according to the feedback of other
members within the organisation. In this practice, other employees, co worker provides
the feedback to employees according to their performance and efficiency.
 Technological performance appraisal- In this method, technical expertise and
capabilities of an employee can assessed in effective and efficient manner.
CONCLUSION
From this entire report it has been concluded that International human resource
management includes the company's work system and its employment practices. There is a
relationship between the human resource activities of organisation and the foreign environments
in which organisation operates. With assistance of effective employee's motivation, company can
easily gain the high standard of outcome it is very important for management to manage and
motivate employees in such manner so as they can achieve objective in effective and efficient
manner.

REFERENCES
Books and Journals
Creswell, J. W., 2013. Research design: Qualitative, quantitative, and mixed methods
approaches. Sage publications.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House
Arulrajah, A.A. and et.al., 2015. Green Human Resource Management Practices: A Review. Sri
Lankan Journal of Human Resource Management. 5(1). pp.56-79.
Arulrajah, A.A., 2015. Contribution of Human Resource Management in Creating and Sustaining
Ethical Climate in the Organisations. Sri Lankan Journal of Human Resource
Management. 5(1). pp.67-90.
Fiegen, M. A., 2010. Systematic review of research methods: the case of business instruction.
Reference Services Review. 38(3). pp.385–397.
Flick, U., 2011. Introducing Research Methodology: A Beginner's Guide to Doing a Research
Project. SAGE.
Garner, R. and Scott, G. M., 2013. Doing qualitative research: designs, methods, and
techniques. Pearson Education.
Gay, L. R., Mills, G. E. and Airasian, P. W., 2011. Educational research: Competencies for
analysis and applications. Pearson Higher Ed.
Kriz, A., Gummesson, E. and Quazi, A., 2013. Methodology meets culture: Relational and
Guanxi-oriented research in China. International Journal of Cross Cultural Management.
Kumar, R., 2014. Research Methodology: A Step-by-Step Guide for Beginners. SAGE.