International Management: HRM, Culture, and Global Workforce Report

This report on international management provides a comprehensive overview of key concepts, challenges, and opportunities within a global context. It begins by examining the role of culture in international business, emphasizing the importance of understanding major policies and the impact of cultural differences on communication and business practices, using Rheson Company as a case study. The report then delves into organizational and national cultural characteristics, highlighting the need for adaptable HR practices and an awareness of diverse environments. It further evaluates the challenges and opportunities of managing a diverse global workforce, including issues like employee dissatisfaction and turnover, while also outlining the benefits of increased adaptability and a broader service range. The report also covers factors contributing to a globalized economy, including ethical considerations and international policies, and concludes by discussing the importance of effective teamwork within global virtual teams and practical applications of cultural awareness. The report emphasizes the need for businesses to navigate the complexities of international markets and manage diverse workforces effectively to achieve organizational goals.

International
Management

Table of Contents
International Management...............................................................................................................1
INTRODUCTION...........................................................................................................................3
P1 Understanding the role of culture in international business including knowledge of the
major policies.........................................................................................................................3
P2 Develop knowledge of key organisational and national cultural characteristics in order to
manage successfully in diverse contexts................................................................................4
P3 Evaluate the challenge and opportunity and opportunity of managing a diverse global
workforce to create value and achieve organisational goals. ................................................5
P4 Factors that contribute to the notion of a globalized economy demonstrating an awareness
of ethically sound and accountable international policies. ....................................................6
P5 Effectively as a member of global virtual team with practical application of cultural
awareness................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
International business is challenging and highly competitive in terms of products,
demanding, prices and advanced tecInternational Management-M2hnologies. Nowadays,
organisation adopts Human resource practices in order to adopt the international compatibility
among the employees. This helps to create an effective environment. Present report is based on
the international management which will discuss the important aspects of international business
or their Human Resource Management (HRM) system. Furthermore, it will discuss about the
organisational cultural. For the present report, Rheson Company has been taken into account.
Besides this, it will more discuss about the challenges and opportunity of managing a diverse
global workforce to create value in order to accomplish the goal of organisation.
P1 Understanding the role of culture in international business including knowledge of the major
policies.
International businesses are spread into larger level which operates its business activities
in across the country (Pattapola and Nandagudi, 2017). Just like Rheson, it is the information
technology company which operates its business in London, South Africa, Australia.
Organisation achieves company objectives with the help of effective workforce. Employees are
the major factor of success. International business is based on diverse culture where people are
belonging from many other cultures which affect company structure and give both positive and
negative impact. International or cross culture provides different new and advanced approaches
to the business problems. They provide benefits to the employees to mix with the new culture.
International play a very important role to adopt more business growth. Through which company
spread their brand value in other countries in order to get the customer satisfaction. The main
role of the international business is to increasing the communication channels, enhancing the
performance level of the employees, increase business growth and introducing new skills for the
human resource (Perera, ed., 2014). Culture is very important in global business in which
different people have introduced each other and make their cross-culture team which working for
the motive of organisation. The roles of culture in international businesses are giving below:
Communication: Culture may differentiate language of individuals which may create
cause. Communication plays a very important role in culture. Every culture is different from

each other which influence culture language and atmosphere. Which may affect the company
atmosphere, employees get affect by the company culture. Other, business needs to focus on the
cultural factors or non-verbal communications. It is the responsibility of the HR manager to take
care of the policies and adopts best practices for the employees. In order to enhance the
performance of the employee’s company adopt HR practices to make the competitive
environment. In order to maintain the effective business culture (Sasidharan, 2017).
P2 Develop knowledge of key organisational and national cultural characteristics in order to
manage successfully in diverse contexts.
In order to manage the diverse environment in the business organisation it helps to keep
the employees behavioral stable. International business or culture is totally different from
domestic businesses. In order to that company needs to adopt some policies and structure to
manage their employees in different culture. On the other side company also needs to adopt
effective HR practices in order to get the best possible for their employees. Nowadays,
international businesses are become inevitable precondition for future growth. Business usually
adopts some changes in order to hold the best possible practices. Along with that, according to
the current scenario global environment become very competitive and challenging. Growing
number of companies grow the chance of competition (Sen and Bandyopadhaya, 2015). In order
to enter into the international market company needs to adopt the external environment, legal
regulations and local labour market. Other characteristics of political and economic environment.
Diversity in the business gives the great chance to employees to adopt the best possible
opportunities and growth. This is the main characteristics for which company operate its business
at global or international level. Business also needs to adopt Human Resource management
(HRM) to provide knowledge in employees. This is the opportunity for employees to adopt new
changes and getting career growth. Being in international business company has to adopt all
changes, political legal changes of the international environment and needs, wants of the
customers. Another characteristic of the national culture is diverse environment, business
environment and new legal and regulations (Agrawal, Sharma and Malviya, 2017). Sometimes
due to diversity in the workplace employees become unsatisfied and demotivated. In order to
enhance the performance level of the employees. Rheson needs to adopt some effective and
motivated HR practices to increase the performance level of the employees. HR needs to adopt
training and development program to get the advantage of diverse culture. There are some

characteristics of national culture in order to develop the successful diverse environment in the
company.
Relaxed Culture: Diverse or national or International work environment may give relaxed work
force which helps company to adopt some challenging ways. On the other side, company also
needs to protect the way in order to enhance the employees’ capabilities and challenging
situation. Moreover, the main objective of the organisation is to enhance employee motivation
(Buch and Goldberg, 2014).
P3 Evaluate the challenge and opportunity and opportunity of managing a diverse global
workforce to create value and achieve organisational goals.
Change management is the most important task in the business management it is the great
opportunity for the company to adopt changeable environment (Caminero and et.al., 2015).
Along with that, organisation need to adopt the regular changes the main objective of the
organisation is to adopt changes to make business environment more c competitive and
challenging. Diverse global workforce is more compatible and creative in terms of generating
new ideas and creative thoughts. Moreover, workforce diversity means differences between
employees in terms of age, values beliefs, religion, race etc. on the other hand no two peoples are
and alike. Nowadays, workforce diversity is the most essential and required in the organisation.
This makes employees more compatible and strong. On the other side diversity in workplace is
the big challenge to handle the different people, this become the difficult task for the for the
management. This helps to enhance the productivity level of the employees. This is the most
effective and challenging task for the organisation. In order to mitigate the uncertain events
company adopts different training practices in order to handle the task management. Work
diversity become from the different people who work for the organisation purpose. Moreover,
work diversity creates new learning and innovative environment with the help of new ideas.
Diverse workforce is the beneficial for the organisation growth which gives positive impact on
the business environment. Human Resource department facing challenges in order to manage the
workforce diversity.
Employee Dissatisfaction: Workforce diversity provides dissatisfaction among
employees. Different culture and environment is not satisfied by the employee. Individual sent to
another country office which is different for him to adjust. It is the challenging and competitive

task for the company to manage the company environment (Campbell, Kamble and Pandey,
International Business Machines Corp, 2017).
Employee Turnover: Workforce diversity is the big reason behind employee turnover.
Work diversity increases the discomfort among employees due to which they are not interested
to work with the organisation.
Lack of employee Involvement: each employee or an individual has different nature or
behavior due to fix they don not adopt the different culture or work environment. This is the
reason when employee fails to make interest in company.
On the other hand, diversity in workforce helps to accomplish the organisation task and
objectives. This is the reason when company adopts HR practices in order to encourage
employee morale and performance level (Caruso and et.al., 2017). There is some benefit of work
diversity which helps to accomplish the organisational goal.
Increased adaptability: Diversity in employee supply great efforts and business
solutions which helps company to focus on the other major issues. It gives strength and strong
working environment in order to attract more customer reach. Diverse employees are much
capable to adopt changes and dynamic environment (Sendy and et.al., 2015).
Broader service range: Diverse collection of skills or knowledge helps company in
decision making process through which they can easily operate business issues and conflicts. On
the other hand, it also helps company to compete at global level.
Variety of viewpoints: This is another practice which helps organisation to accomplish
the organisational task. This helps to see the market in different ways through which company
also accomplish the customer needs and wants (Caskey, 2016).
P4 Factors that contribute to the notion of a globalized economy demonstrating an awareness of
ethically sound and accountable international policies.
Global economy is the great term to be discussed it covers three dimensions of other
being political globalization and cultural globalization. As well as the general term of
globalization. It is the great opportunity for organisation to deal at global market in order to
enhance the business opportunity (Gillespie, 2016). They need to adopt the ethics and social
responsibility in the business practices. To make environment positive and enthusiastic. There

are three factors which influence economic integration (Sasidharan, 2017). 1. Human migration
2. Trade goods and services. 3 movement of capital and integration of financial market. In order
to deal with global level. Company needs to aware about the ethical terms and condition of the
country. They should adopt all necessary social and ethical policies of the country in order to
deal with the customers. If company fails to abide all terms and policies they would face high
issues and conflicts. Public policy towards integration is also very necessary to extend the
business functions. It provides more potential and opportunity for the company growth (Nichols,
International Business Machines Corp, 2017). From the other side, international policies having
some legal norms in terms of public, society it is important for the organisation to give respect to
that ethical policies for making good presence. Global market is the more competitive and large
there are several factors which influence organisation environment. In order to protect the
organisation practices company needs to adopt all international strategies which give strength to
the business functions (Sen and Bandyopadhaya, 2015). Due to fails or avoid the global ethical
terms government restrict the license of the company which gives negative impact on the
business growth. On the other hand, employees who work in other country also required to take
and fulfil migration policy as well. So these are the factors who notion globalized economy in
terms of organisation (Olaiya and et.al., 2016).
P5 Effectively as a member of global virtual team with practical application of cultural
awareness.
Big organisation needs effective employees whom work with the organisation objectives
in virtual team. It is very difficult for the organisation to build effective team in terms to identify
the culture and trust. Global business culture team building programmers in order to increase the
team building among employees. These processes enable employees to see the insight picture
about the different culture. It helps to make awareness about the new polices and culture
knowledge of different country or state. This is very helpful for the organisation in order to build
creative team (Pattapola and Nandagudi, 2017). Global virtual team is more competitive and able
to make positive and productive working environment. Global virtual team members are the
leaders who connect organisation with the customers in order to enhance company performance.
It gives great opportunity in terms of earning good amount of appreciation from customers
(Perera, ed., 2014). It helps organisation to make productive and efficient work.

CONCLUSION
From the above section, it can be concluded that international management is very much
required in an organisation in order to enhance the capacity level of the employees. Along with
that, diversity in workforce creates opportunity for the organisation to introduce new changes
and quality development process. Present report discussed about the international management
importance and its factors. On the other hand, it also discussed about the globalised economy
which introduces new changes in the working environment. Overall, the present report is based
on the international management. It also covered the HRM practices and its importance in the
working environment.

REFERENCES
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Buch, C. M. and Goldberg, L., 2014. International Banking and Liquidity Risk Managment:
Lessons from Across Countries.
Caminero, J.A. and et.al., 2015. Guidelines for clinical and operational managment of drug-
resistant tuberculosis. Paris: International Union Against Tuberculosis and Lung Disease;
2013. Very comprehensive and updated guide on the clinical and operational management
of MDR-TB. This source has been used for data on diagnosis of DR-TB, M/XDR-TB
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Campbell, A. P., Kamble, K. G. and Pandey, V. A., International Business Machines Corp,
2017. Integrated device managment over Ethernet network. U.S. Patent 9,755,892.
Caruso, M. and et.al., 2017, November. Low-cost smart energy managment based on ATmega
328P-PU microcontroller. In Renewable Energy Research and Applications (ICRERA),
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Caskey, S. A., 2016. Lativa Chemical Risk Managment (No. SAND2016-12543C). Sandia
National Lab.(SNL-NM), Albuquerque, NM (United States).
Gillespie, A. J., 2016. Environmental Model Managment within the US Environmental
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Hestnes, E., Bakkehøi, S. and Jaedicke, C., 2016. Longyearbyen, Svalbard–vulnerability and risk
managment of an Arctic settlement under changing climate–a challenge to authorities and
experts. In Proc. of the International Snow Science Workshop.
Nichols, R. W., International Business Machines Corp, 2017. Network client id from external
managment host via management network. U.S. Patent Application 14/835,891.
Olaiya, M. and et.al., 2016. Knowledge of risk factors in patients with Stroke or TIA: Shared
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Impact Of National culture on International HRM, 2017. [Online]. Available through:
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ethemes-2016-0014.pdf>.