International HRM Practices: Employee Benefits, Training, and Talent

This presentation provides an overview of International Human Resource Management (IHRM) and identifies three key practices for businesses operating globally. The presentation focuses on employee benefits, training and development, and talent acquisition. It highlights employee benefits offered by Microsoft, M&S, and Vodafone, and discusses various training and development approaches used by Marriott International, Tesco, and Vodafone. The presentation also covers the importance of talent acquisition and the benefits of effective IHRM practices, such as improved employee performance, satisfaction, and reduced need for supervision. The content is presented in a PowerPoint format, suitable for academic or professional presentations on the subject of IHRM.

(PPT Content)
Introduction
International Human resource management takes into consideration different strategies
and practices with an intention to attract and retain ideal workforce with the organisation. IHRM
carries a summation of all the activities which are aimed at appropriate management of human
resources with a multinational organisation. This presentation focuses on identifying the three
best human resources practices for business that are operating at international level. The choices
of practices will be further justified through giving organizational based examples.
Main body
Operating on a global level is a challenge for business organisation as there are distinct culture,
value, beliefs and methods of doing a task. Considering the situation, human resource team is
given with a responsibility to deal with the issues and assure that productivity is not
compromised of a business. Therefore, to deal with such challenges, human resource
departments designs such practices and policies which assures productivity and proficiency of
the workers. Below mentioned are some of the international human resource practices designed
to manage workforce at a global level.
Employee Benefits: These are known to be perk and benefits mostly non-financial which are
offered to employee who is working with an organisation. They are attached to basic salary to
form a good package and to attract better talent towards the organisation. These benefits incline
to increase the value they tend to receive from the employer. Below mentioning are some
employee benefits which are offered by organisations operating at a global level.
Employee benefits at Microsoft: When it comes to offering employee benefits it will be difficult
for businesses to overcome the competitive edge that has been developed by Microsoft. This
business carries plenty of perks such as Health benefits, planning for the future, work line
balance and family care. All these programs enhance the reputation of this multination
corporation in the market and assures that employees are happy and productive who are working
with the organisation.
Employee benefits at M&S: Marks & Spencer carries a distinctive approach when it comes to
offering employee benefits. For customer executives this business carries extra performance
rewards, 20% employee discounts, sharebuy, pension and holidays. All such benefits make M&S
a more attractive package and enhances business goodwill. The deployment of such perks and
benefits is carried out with an intention to attract best talent that is available in the market.
Employee Benefits at Vodafone: Vodafone have developed an employee benefit package named
as ‘Mychoice’. An individual working with the organisation can opt for his/her choice of
package accessible through the portal. The benefits are generally categorized into some section
such as Wellbeing, lifestyle, discounts, protection and lastly pension. All these are designed to
cover employee of different preferences and age group. The presented list of feature makes it

very attractive to be a part of Vodafone. The results of having such perks and benefits can be
seen through the global presence of the company.
Training and Development: The tool of training and development have been widely recognized
in the organisation’s and carries a higher rate of success for the organisation operating overseas
as well. Right orientation and training are some of the key contributors which help a candidate to
settle in a new environment. Training and development are inter-related as training focuses on
enhancing the manner in which an individual performs his/her tasks whereas development is
more inclined towards improving the personal aspects of a person. Both the criteria’s need to be
improved at the same time so that ability and willingness to complete a task is improved.
Best training and development approaches employed in large corporation supported with
examples.
1. Using multi training methods
Using multi training methods: This approach relating to training and development focuses on
using a combination of method to support learning of employees. Marriott International, a
globally renowned hospitality chain has been employing this technique. This hospitality business
has been employing Virtual and in-person approaches of training and development so that
employees are able to enhances their skills and at the same time focus on development of their
personal aspects.
2. E-learning
E-learning: it is a practice in which employees are given with articles and videos to support their
learning. Tesco, a market leader when it comes to retailing have employed E-learning as one of
their key approach to learning and development. In addition to this, Tesco is aiming to develop
competent line managers through face to face workshops. All these practices undertaken have
supportive in tracking the progress of an individual and at the same time help an individual
develop personally.
3. Training Centre
Training Centre’s are specifically designed regions to impart learning and development to people
employed with an organisation. Vodafone, which is a largest telecommunication service provider
in the country have developed training Centre’s where they have trained almost 17000 people
who are part of this corporation. The major opportunities involve, induction programme, class
room based training, annual membership and access to leadership based learning content over the
internet.
Below is the brief description of the crucial benefits which are derived out of employing
appropriate training and development tactics.
1. Better Performance

Better Performance: A training and development program in an organisation provides
opportunity to an individual to identify and deal with his/her shortcoming and weaknesses which
will further contribute to the better performance. Employee will acquire new set of skills and
approaches through which tasks could be achieved properly and more efficiently than before.
2. Employee satisfaction
Employee satisfaction: Undertaking of training and development initiative results in satisfied
employees. The justification for the same is that, employees are provided with learning which are
fruitful for them on personal and professional grounds. Although, it is recommended for business
to opt for inclusive learning programs and must not be confined to the industrial training.
3. Less need for supervision
Less need for supervision: The employees are provided with numerous opportunities to train
and learn are mostly self-driven. They do not require constant supervision of seniors as they
carry sufficient information relating to the task they are doing. If applied properly training and
development activities can be referred to as capital investment and can carry significant changes
to the results achieved by business.
Talent Acquisition: