HRM Report: Analysis of International HRM Approaches and Practices

This report analyzes the effectiveness of international human resource management (HRM) practices, focusing on the approaches outlined by Mihai, Băjan, and Creţu (2017). The report emphasizes the importance of HRM in multinational organizations and discusses three primary approaches: ethnocentric, polycentric, and geocentric. The ethnocentric approach prioritizes home country employees, while the polycentric approach focuses on host country employees. The report highlights the geocentric approach as the most suitable, advocating for recruitment based on skills and organizational needs. It further examines the advantages and disadvantages of each approach, offering insights for HRM professionals to improve recruitment and selection processes, and to refine existing policies based on the context of globalization and international business. The report aims to assist HRM managers in making informed decisions regarding their organizational requirements and strategies.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
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Human resource management, an international perspective
There are various articles being stated by different authors regarding the effectiveness of
human resource management for the international business. However, an article stated by Mihai,
Băjan, and Creţu (2017), is one of the most beneficial article for the human resource managers.
This is due to the reason that, this article has clearly stated various elements that should be
considered by the human resource managers in effectively managing the internal stakeholders.
One of the key points being discussed in this article is regarding the various approaches of
international human resource management. Thus, for the human resource managers in the
multinational organizations, the approaches being stated in this article will help them to initiate
approaches in their organizations according to the situation.
According to this article, there are mainly three approaches to be initiated by the human
resource managers in managing the multinational employees. These approaches are ethnocentric
approach, polycentric approach and geocentric approach. According to Mihai, Băjan, and Creţu
(2017), geocentric approach will be the most suitable approach for the human resource
managers. This is due to the reason that, geocentric approach will help the managers in recruiting
the employees on the basis of organizational requirement and skills of the potential candidates.
However, other approaches are more inclined towards the employees of either home country or
host country. According to the authors, ethnocentric approach let the human resource managers
to recruit only the employee from the home country for the operations in other country. This is
due to the reason that, it helps to maintain the organizational culture of the parent organization.
On the other hand, polycentric approach refers to the recruitment of the employee from the host
country. This helps the organizations in effectively determining the domestic market
requirement.

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Thus, it can be concluded that this article will help the human resource managers in
initiating the suitable approaches according to their organizational requirements. This article will
let them compare the merits and demerits of these approaches in accordance to their practical
requirements. Thus, the effectiveness of their decisions regarding the recruitment and selection
will get enhanced with the help of this article. Moreover, this article will also help the human
resource managers in determining their existing policy related to recruitment in their
organization with the ideal approaches being discussed in the article.

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Reference
Mihai, R. L., Băjan, I. F., & Creţu, A. (2017). Performance management in the context of
globalization. Theoretical and Applied Economics, 24(1 (610), Spring), 203-208.
Link: http://store.ectap.ro/articole/1258.pdf