BUSN3050: IHRM Report on Organizational Context and Trends

This report provides a comprehensive overview of key topics in International Human Resource Management (IHRM), drawing from various lectures and materials. It delves into the complexities of international compensation, examining different approaches and challenges such as taxation and managing compensation for Third Country Nationals (TCNs). The report explores international industrial relations, the impact of trade unions, and the formation of regional economic zones. It also addresses the management of diversity, cross-border teams, and virtual teams, emphasizing factors contributing to their effectiveness. Furthermore, the report covers IHRM trends, future challenges, and ethical considerations within international business, including bribery, corruption, and the role of NGOs. Finally, it examines the organizational context of IHRM, including standardization, localization, organizational structures, control mechanisms, and their effects on HRM practices. The report highlights the importance of these aspects for multinational enterprises (MNEs) operating in a globalized environment.

Running Head: BUSN3050
International Human
Resource Management
Student’s Name:
Student’s ID:
Subject:

1
Assignment
Table of Contents
Week 4........................................................................................................................................................2
Week 5........................................................................................................................................................2
Week 6........................................................................................................................................................3
Week 7........................................................................................................................................................3
Week 8........................................................................................................................................................4
Week 9........................................................................................................................................................4
Week 10......................................................................................................................................................5
Week 11......................................................................................................................................................5
Week 12......................................................................................................................................................6
Week 13......................................................................................................................................................6
References...................................................................................................................................................8

2
Assignment
Week 4
Tesco is determined to be a British multinational general merchandise and grocery Seller
Company whose headquarter is located in England. The organization implements a hierarchical
organizational structure. In this organizational structure, the obligations as well as positions are
divided into various sections to make sure that work will be executed smoothly and efficiently
(Meng, 2019). Based on this organizational structure the top level management of Tesco retains
the maximum authority and responsibility.
The human resource (HR) plays a vital role within the organizational structure of Tesco. The HR
strategies helps the organization to achieve its vision and objectives by converting it into tasks.
Due to this, the HR managers have been identified as separate functions in Tesco. HR manages
the organizational structure, conduct planning and develop relevant strategies to collaborate with
other functions within the organization (Stone and Deadrick, 2015). HR strategies includes
providing rewards, benefits, consultation, communication and training, and development to the
employees to achieve the desired targets. HR manages the organizational activities that includes,
provision of good working programs and analysis of recruitment talent.
Week 5
After reviewing the mini case summary of the merger and acquisition of Vodafone and
Hutchison, it has been observed that the rules and regulations based on internal acquisitions and
mergers constantly keep on changing. As a result, it becomes significant that the IHRM of both
organizations keeps themselves updated with different amendments (Vodafone.com. 2019).
Various attorneys, consultants, and professionals of investment banks provide knowledgeable
and valuable recommendations to Vodafone and Hutchison.
The merger of Vodafone and Hutchison is determined to be a friendly acquisition where a
considerable amount of expenses were involved. When an organization decides to take over the
other, the company needs to keep several factors in mind. Determining such actions would help
the organization to become popular and increase growth within the market. However, the
managers of Vodafone and Hutchison must understand the cultural differences that may harness
the huge diversity that is to be offered by the newly formed venture (Guest, 2017). Implementing

3
Assignment
an intercultural training will be highly beneficial for the IHRM to develop effective and efficient
working culture.
Week 6
Talent management is managing talented people considered to be one of the perspectives of
global talent management. It can be seen that managing talent has become one of the dominant
aspects of the 21st century. To manage the talent of the talented employees within the
organization, the talent managers have to face various challenges in putting theory into practice.
Talent management is all about executing work with the successors and senior leadership of the
organization which is regarded as exclusive approaches (Gutierrez-Gutierrez, Barrales-Molina
and Kaynak, 2018). Whereas, inclusive approaches recognize everybody's talent within the
organization. However, talent management is identifying and bringing out the potential of
organizational members.
Based on the perspective it has been observed that the talent managers are highly enthusiastic
about their roles and responsibilities where their job is to manage talented employees. As a
result, they are hugely enthusiastic regarding the strategic nature and creativity of their role as a
talent manager. They are highly satisfied with the one-to-one work they do with the talented
employees of the organization.
Week 7
“Interaction of the Social Media and Big Data in reaching marketing success in the era of the
Fourth Industrial Revolution."
The modern financial environment is categorized by the financial megatrends that are
redesigning commercial practice in today’s context. Digitization is considered to be the most
significant megatrend that generates a whole new financial revolution known as the fourth
industrial revolution (Inderscience.com. 2019). In the situation for new technological means and
new data source for processing and harvesting of data, the fourth economic revolution and
digitization are important for the marketing function and operation.
Based on this issue I come to know that social media provides an excellent channel of
communication and an excellent source of data. It has been observed that marketing spending on
digital media will be No.1 where it will overtake television as a dominant marketing channel.

4
Assignment
Efficient utilization of available social media platforms and big data analytical capabilities is
regarded as a challenging task for the senior executives (Jayasinghe, 2016).
According to my opinion by hiring competent personnel, adjustments of overall organization
scheme and introducing big data analytical capabilities the senior executives to overcome the
challenges. Support from the highest management will help in achieving the desired results.
Week 8
One of the issues based on Sameer Shamsuddin assignment is he tried to encourage his managers
to allow him do his new job from Barcelona. His resigned last summer because his request was
denied. Before figuring out his next move he has taken time to travel the world, but he hopes to
work in a city I feel obsessive about. The repatriation process is significant for many global
mobility programs. It could be resolved by the successful conversion of rewarding new position
that capitalizes on their global experience (Alsop, 2019).
On the other hand, disappointments related to new assignments, returning expats might be
frustrated by a colleague's lack of interest and appreciation in their adventure abroad. To retain
returning expats and reduce such frustration a more strategic tactic to repatriation. It is
significant to think regarding the next assignment prior before an employee goes overseas
(Albrecht et al., 2015). The company must effectively manage the repatriation method on an
individual level. The expat consists of a standard development plan that includes what the next
job would be.
Week 9
For a Hong-Kong based manager who is moving to Australia, the compensation issues grow
more complex exponentially. The packages differ by organizations, where few services appear in
most of the international employment in Australia provides spousal employment trips and help
home, help to pay taxes and housing allowances (Stone et al., 2015). The spousal employment
helps the manager to resolve the visa issues and getting the family settled in Australia. Such
extra services appear to be more than double compensation. Missing a big-ticket service would
affect the living standard of a Hong-Kong based manager in Australia. However, the extra cost
of living in Australia is beneficial to the manager.

5
Assignment
While moving to Australia, the Hong-Kong based manager needs to consider the cultural
influence that puts an impact on salary negotiation. Another thing is considering the foreign-
service premium in Australia where the companies pay the same amount. The Hong-Kong based
manager must also consider the cost-of-living adjustments in Australia that duffers between new
and current locations. Other factors that need to be considered are tax assistance, health
insurance, and retirement.
Week 10
We must believe to the poor migrant workers as they work around the clock in sweltering toxic
fumes and heat, performing the same monotonous and repetitive task for 14-20 hours per day. It
has been observed that most of the women labor faint when they stood up for lunch and fall
asleep on their table.
According to me, the repressive government is responsible for such poor condition of the
migrant workers from China. As the repressive government had not given them any choice rather
than to sell themselves into indentured servitude to organizations that produce plastic and cheap
goodies for American and European children (Swedwatch.org. 2019).
To bring a fairer and more humane toy trade, I believe that it is important to provide vacations
and personal days to the labors. To motivate the labors they must be provided with a
considerable amount of benefits and wages. To enhance their stability to execute their work the
labors must be served with sufficient exercise and diet. The working hours of the labors must be
reduced.
Week 11
"From Conflict to cooperation: Building stronger cross-cultural teams."
In the world of the globalized workforce, the multinational organizations consist of teams that
work in different continents, time zones, and offices. Although for a multinational company that
operates in one country, the migration of labor across borders states that cultural diversity is
becoming a normal aspect of the workplace. In today's context executing a team is determined to
be a different endeavor as compared to the past because of its emergence of cross-cultural teams
(business.com. 2019). The usual challenges of fostering teamwork and team building in
multinational companies have become more magnified. Dealing with remote team members,

6
Assignment
language barriers and cultural differences are few of the issues that are faced by the managers
and the leaders.
Inclusive outlook and acceptance of cultural diversity are hallmarks of high-performing
multinational companies. Therefore, to manage the culturally diverse team for outstanding
performance the managers must respect and acknowledge cultural differences, establish
expectations for the team members and outline roles and responsibilities and develop a team
identity.
Week 12
In this decade the rate of significant organizational change has dramatically accelerated.
According to Gartner, a global research and advisory company reports that in the past three years
some of the organizations have undergone five enterprise changes. Whereas, in the next few
years 73% of the organizations expect more changes. HR must be engaged in the major
organizational changes such as enhancing trust between employees and management,
recognizing and mitigating risks and many more (SHRM. 2018). HR plays a dual role in
managing organizational change by leading and initiating the change.
MNE might provide suitable solutions for one country into another country. To make
organizational changes more complicated the foreign goods may have high demand in a few of
the markets. MNE might expect a similar competitive landscape, although the huge competitive
threats may arise from organizations that are unknown to the headquarters. The leaders of MNE
must take initiatives to consider the plan and potential problems. They aim to build business
partnerships, achieve their objectives and avoid change-related pitfalls.
Week 13
The particular topic that is entirely based on international human resource management helped
me in understanding the organizational structure of an organization. I come to know about the
HR approach within the organizational structure. The topic also helped in gaining relevant
knowledge about the IHRM policy and procedures at the time of merger and acquisitions
between two organizations. I learned that talent management is HR planning that helps an
organization to be successful. The strategies of global talent management help the organization

7
Assignment
to retain, develop, hire and recruit great talent to achieve organizational goals (Al Ariss and
Sidani, 2016).
I gathered knowledge that IHRM is responsible for performance appraisal, training, and
development, selection, dismissal, and recruitment done at international level. In the future, this
will help me to achieve competitive advantage and organizational objectives by managing
organizational human resources. The role of IHRM is to manage international assignments,
family and employee adjustments, gauge and culture and selecting the appropriate person for
international assignments. I come to know that the integration of HR policies is a significant
factor in organizational strategy.

8
Assignment
References
Al Ariss, A. and Sidani, Y., 2016. Divergence, convergence, or crossvergence in international
human resource management. Human Resource Management Review, 26(4), pp.283-284.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Alsop, R., 2019. When expats return home, what’s next?. [online] Bbc.com. Available at:
http://www.bbc.com/capital/story/20140115-returning-expat-discontent [Accessed 25 Mar.
2019].
business.com., 2019. Building Stronger Cross-Cultural Teams - business.com. [online] Available
at: https://www.business.com/articles/from-conflict-to-cooperation-building-stronger-cross-
cultural-teams/ [Accessed 23 Mar. 2019].
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management, 38(1),
pp.43-66.
Inderscience.com., 2019. International Journal of Business Performance Management (IJBPM)
Inderscience Publishers - linking academia, business and industry through research. [online]
Available at: https://www.inderscience.com/info/ingeneral/forthcoming.php?jcode=ijbpm
[Accessed 23 Mar. 2019].
Jayasinghe, M., 2016. The operational and signaling benefits of voluntary labor code adoption:
Reconceptualizing the scope of human resource management in emerging economies. Academy
of Management Journal, 59(2), pp.658-677.

9
Assignment
Meng, M., 2019. Tesco Company Organisational Structure Chart Example | Org Charting.
[online] Orgcharting.com. Available at: http://www.orgcharting.com/tesco-company-
organisational-structure-chart-example/ [Accessed 25 Mar. 2019].
SHRM., 2018. Managing Organizational Change . [online] Available at:
https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
managingorganizationalchange.aspx [Accessed 25 Mar. 2019].
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), pp.139-145.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), pp.216-231.
Swedwatch.org., 2019. [online] Available at:
https://swedwatch.org/wp-content/uploads/2009/12/swedwatch_-
_reviewing_santas_workshop.pdf [Accessed 25 Mar. 2019].
Vodafone.com., 2019. VODAFONE GROUP ANNOUNCES MERGER BETWEEN VHA AND
TPG. [online] Available at: https://www.vodafone.com/content/index/media/vodafone-group-
releases/2018/vodafone-group-announces-merger-between-vha-and-tpg.html [Accessed 25 Mar.
2019].