International HRM Trends and Challenges: A Deloitte Australia Report

This report provides a detailed analysis of the trends and challenges in International Human Resource Management (IHRM), using Deloitte Australia as a case study. The report begins with an executive summary and table of contents, followed by an introduction that outlines the scope of the study. The core of the report discusses three key challenges: adapting effective hiring and retention strategies for a globalized workforce, strategic decision-making, and preparing leaders for the future. Each challenge is thoroughly examined, with supporting evidence and analysis of its impact on Deloitte's HRM practices. The report also explores the impact of these challenges on recruitment, selection, talent management, and retention. It concludes with recommendations and a conclusion summarizing the key findings, supported by a comprehensive list of academic references. The report highlights the importance of adapting to cultural diversity, making strategic decisions, and developing leaders in the context of a globalized business environment.

Running Head: Trends and Challenges of IHRM
Trends and Challenges of IHRM
Name of the Student:
Name of the University:
Author’s Note

1TRENDS AND CHALLENGES OF IHRM
EXECUTIVE SUMMARY
In the following assignment the larger emerging MNC Deloitte Australia will be
discussed with the HRM policies and its challenges that comes up in the long run of the session.
The cause of the challenges occur in a MNC are due to global talents that cater to the
organization effectively. Deloitte being one of the important among one of the four Multinational
Company that acquires the ability to operate in the global platform.

2TRENDS AND CHALLENGES OF IHRM
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................3
Name of the MNC.......................................................................................................................3
Overview of Deloitte Australia................................................................................................3
Challenges or Trends of International HRM...........................................................................4
The Impact and trends that affect the practice of HRM..........................................................7
Recommendation.....................................................................................................................9
Conclusion.....................................................................................................................................11
Reference.......................................................................................................................................13

3TRENDS AND CHALLENGES OF IHRM
Introduction
In the following report, the assignment holds the discussion of trends and challenges of
IHRM in corporate organization or Multinational Corporation (Riemer & Tavakoli, 2013). The
trends or challenges can be explained as the competition that is present in throughout the world
for its product and service. The cause of the challenges occur in a MNC are due to global talents
that cater to the organization effectively. The understanding of the global diversity and the
cultural issues are the reason why there is occurrence of leadership challenges. The report will
further constitute of the selected challenges that the human resource management is facing in the
recent time period and its impact that is leaving back in the MNCs. With the emergence of the
recent trends and challenges the organization inculcates the human resource practice that
comprise of Talent Management and retention, Training & Development, Career Management,
Performance Management, Recruitment and Selection technique (Australia, 2015).
Therefore, the challenges that are selected for this essay are:
 To adapt the strategy of effective hiring and retention strategy for the globalised
workforce.
 The ability of making strategic decision-making.
 Preparing the expert for future sustainability of the company.
Discussion

4TRENDS AND CHALLENGES OF IHRM
Name of the MNC- Deloitte Australia
Overview of Deloitte Australia
Deloitte is multinational professional service that network across the world. It is recorded
as the fourth largest organization and the largest professional service that networks throughout
the world by the system of revenue and professional workers. It was founded in the year 1845 by
William Welch Deloitte, with it’s headquarter in London, United Kingdom. The organization
provides the facility of enterprise risk, audit, tax and financial advisory with a number of 312,000
professional globally (Drew, Kortt & Dollery, 2013). It is the fourth largest private company in
the world and is ranked as number one in market share.
Challenges or Trends of International HRM
Deloitte being one of the important among one of the four Multinational Company that
acquires the ability to operate in the global platform. On the other hand, the human resource
manager needs to ensure that the sustainability of the recent challenges that is followed by the
instrument which ensures that the company is contributing equally in the global market (Reiche
et al., 2016). As a leader of the human resource manager, the company is facing major challenges
which is associated with the recruitment of the appropriate employee that has the ability to
ensure the organizational success in the global paradigm.
The three major challenges that can be identified in the international human resources
management and the trends of the global practice are:
 To adapt the strategy of effective hiring and retention strategy for the globalised
workforce.
 The ability of making strategic decision-making.

5TRENDS AND CHALLENGES OF IHRM
 Preparing the expert for future sustainability of the company.
The analysis of the recent challenges is discussed below:
Preparing the globalised workforce
It is very evident from the fact that the analysis that is conducted by the economic
analysis that is developed on the basis of high rate of unemployment. The MNC trends to appear
to prepare the workforce who has a greater knowledge. The organization Deloitte focus to recruit
the workers who have gained skills and is expertise to implement the strategies in the way the
organization operates in physical competency (Hackling, 2016). It is very evident from the fact
that there are more of hidden features in a person who has worked in the field of HRM for a
course of five to six years. Whereas, on the other hand the youths who are aware of the fact and
wants to gain experience in the same field. The opportunity is given much more less to these
candidate and hence the difference lies there.
The legal discrimination is done the basis of age factor that diversify the age and the
challenges that are attached with them. the approach of intensifying the challenges that are
attached to the policies of human resource management needs to acquire the insight to exercise
the retaining the opportunity that are evading in the legal complications (Glover & Hope, 2015).
The problem is similar and the situation resonates when the concern is with the gender. The
policy of the human resource management should be made flexible enough in Deloitte so that
there can be a promotion of the under recognize female workers as there are other companies that
are following the same trace. However the HRM policies acquire to be founded on the ground of
the preoccupied talents and impulse to construct the training program.
Strategic decision-making

6TRENDS AND CHALLENGES OF IHRM
In order to make strategic decision in the organization Deloitte has to make major
challenges in the Human Resource that incorporates the human capital with the presence of
opportunity and threats that is affected to the company in association to operating in the nation
worldwide (Kroon, Van & Timmers, 2013). The recruitment policies needs assistance to nimble
the scope that evading the potential risk. The cardinal pivot of the strategies of the human
resource policies that ensures the growth of the global growth and the wide expansion of the
organization since it relies on the integration of the workers who are experienced. The team of
human resource should discern the issues that is significantly causing hindrance with the
integration of the workforce.
The inclusion of the introspective inclusion suggest that the diversity of the workers
should compromise the women, youth, the people who has physical disabilities who are utterly
the imperative towards the integration of the workforce that is set across the globe that has a
productive purpose. It is significant for the Human Resource Manager of Deloitte to identify the
several modifications that is significant for to increase the excellence of the employee as well as
assist the employee and the manger to adapt in the societal and cultural norms. It is significant to
gain a detailed cultural knowledge that is linked with the regional environment (Marler & Parry,
2016).
Preparing leaders for future
The preparation of the leader is important for the human resource management because it
has to inculcate the preparation of a set of employees those who have the ability of leadership
qualities and are composed of skills. Deloitte on the other hand should prepare asset of skilled
and equipped employees that needs the strategic dealing with the individual staffs. The cause of

7TRENDS AND CHALLENGES OF IHRM
cultural diversity is the main root cause of the emerging challenge of the human resource
manager in spite the organization has its own set of advantages. Cultural diversity in the
workplace is difficult to endorse where there are a multiple levels because the emergence of one
particular idea cannot be imposed as there is only one group that constitute the divergent people
with different cultural identities (DeRue & Myers, 2014). There is also a factor of advantage for
the situation of cultural diversity is the collection of production that is always grouped with the
productivity of the indication which is more innovative and is comprised of creative idea. The
different solution is encompassed with the existing institutional problems within the boundaries
of the organization. for making it more important the recruitment should be made effective by
identifying an individual beyond the resume of the candidate.
Hence, it is difficult to mitigate with the resources which becomes a problem that could
lead for an effective communication skill and composed of primary knowledge of different
culture that helps to decrease the problem of diversity and erase the difference (Du &
Sukumaran, 2015). As a result the management should have the respect for one another and its
co-workers from different level of management and have respect towards the individual for the
values of the subordinate.
The Impact and trends that affect the practice of HRM
The above discussed challenges that are faced by the organization and it creates an
impact on the functioning structure of the company. All the level of workers are interlinked with
one another in the hierarchy of organizational structure. An impact is therefore created on the

8TRENDS AND CHALLENGES OF IHRM
employees as well because they are the members to strive for better functionality of the
management system. The contribution of the employee is at large because the brain storming
sessions are contributed by these employees who work for the company and wishes for its
benefit (Grapragasem, Krishnan & Mansor, 2014). It is therefore creating an impact on the
globalization factors on the human resource procedure that will be extended with the current
workers and also with the new employees. With screening of the challenges that are faced with
the Deloitte the depart of human resource management can increase the support of its current
staff as they have the eligibility to transfer the employee overseas with higher level of position.
The practices of the Human Resource Management are described in two ways,
recruitment along with selection and talent management and retention.
Selection and retention
In the process of recruitment and selection the organization is facing challenges and are
trying to overcome them with a lot more of techniques that can be implemented. Deloitte on the
other hand is trying to maintain its recruitment and selection procedure with the current
generation of workers. Hiring made by the managerial level becomes a cause of challenging
factor because the company internally handles the functioning in the operation level. It is
henceforth important to overcome the challenges because the entire functioning is depended on
the workforce. There are few of the challenges that are faced with the recruitment and selection
procedure of Deloitte (Blaauw et al., 2017).
Firstly the cause of challenge in the recruitment practice is because of the slow
hiring process and the candidate are having multiple offers in hand at the same. There might be
a problem with the hiring consultant as they might be a delay which may lead to offer which is

9TRENDS AND CHALLENGES OF IHRM
not attractive enough to provide the consistency which they deliver during the initial stage.
Therefore the strategy of quality interview should be designed by Deloitte which may lead the
candidate to apply and revert for the post. Secondly, with the part on decision-making where
there can be a cause of negligence on the part of the recruiter and the candidate. There are
circumstances where the deserving candidate do not receive the job offering but the not
deserving candidate receive the job. It is high time for the organization to get into idealism and
create a checklist that will not contribute to a much slow hiring process. It is the responsibility of
the recruiter to take hurdles and make the recruitment process smoother. It can be arranged in a
manageable for both the company and the team of talent acquisition. The slow hiring process
needs to be eliminated by the HRM department of Deloitte.
Talent management and retention
The strategies of talent management and retention are completely done on the part of the
human resource management. The level of contribution is done by the company that is taken as 3
or 5 percent of company’s who demonstrates high level of contribution in the organization. The
factor f talent should be made crucial by the management because it is considered crucial and the
company puts its strategies in places where it cannot lose the employee who have recorded in
high performance. The major challenge that is faced by the organization is the dissatisfaction
level of the employees with respect to salary. It is true that each employee has a higher level of
expectation on the salary and this a major reason why the employee leave the job from the
organization.
Retention becomes a problem when an employee quotes an expectation about the higher
salary which becomes a challenging factor for the organization because it exceeds the budget of

10TRENDS AND CHALLENGES OF IHRM
the company. There is another reason why the practice of HRM in Deloitte is challenging
because there is a presence of cutthroat competition in the company. The management tries to
attract the best talent in the market by the presence of the offering made. Deloitte prefers to go a
long way because to research the talent in the resources that is arising from the competitors. It is
an expectation of the employee that a well defined career path is followed by the organization for
longer period.
Recommendation
Deloitte is an organization that is powered by the employee only because the
functionality depends on the outcome. The more the employee interacts in an organization the
more the managerial operations can be delegated. It is an important role of the HR manager to
play it in a professional manner because it is the aim of the organization to maximize its goals
and success.
The followings are the recommendations that are made based on the challenges that HR
manager can implement.
 The first recommendation that is made on the personal note is that the manager of the
organization Deloitte should be considered as a strategic vision because to build up an
effective organization the human resource should build up an vacuum. It is necessary for
the survival of an effective communication and overcoming the challenges that the
aligned must be with the strategic framework of the company. Therefore to overcome the
challenges the manager should indicate with the version that is framed by considering the
version of strategic resources of the company.

11TRENDS AND CHALLENGES OF IHRM
 The activities of the Human Resource should be supported with the vision that is
applicable with an external and internal factors that is in support of the management and
is considered applicable to make the changes in the marketplace.
 As a part of the Human Resource management the organization should be in support of
the recruitment, selection and training and development method. the HR manager should
appoint two or three junior assistant so that the screening of the employees can be
facilitated with the retirement plan of the candidate who are in the course of leaving in
the organization between the time frame of their retirement. Strategically the planning of
recruitment must be done so that later in the organization does not face the loss of
employees.
 The HR manager should consider the demographic of employees so that with the current
situation the employees can be updated with the current skills and technology. The
strategy of the human resource should be made focused so that the falling of the gaps
may be filled with the planning of the organization which will cater to the retention,
retirement and training efforts.
 The transfer of knowledge should be done between the departments of workers. Forming
a link between the department in voluntary and involuntary action is due to the reason of
retirement. It can be recommended that to ensure that continues impact on the
productivity and effectiveness of the company. The planning of the organization should
be designed fir the generation of transfer of knowledge.