Managing Human Resources: International HRM Report Analysis

This report delves into the core aspects of International Human Resource Management (IHRM) within a multinational context. It begins by defining multinational and transnational enterprises, differentiating their operational structures and management approaches. The report then explores various international staffing approaches, including ethnocentric, polycentric, regiocentric, and geocentric strategies, outlining their advantages and disadvantages. Key differences in employment laws and practices influencing HRM are examined, with a focus on the significance of understanding national culture and its impact on work relationships. The report also provides recommendations for recruiting and selecting international assignees and outlines management development initiatives. Furthermore, it addresses the procedures and policies for expatriate worker returns and discusses the process of analyzing employee-related issues. Finally, the report compares labor laws in France and the UK, highlighting key differences and similarities. The report concludes by providing a detailed overview of the relevant literature used in this analysis.

MANAGING HUMAN
RESOURCE

Table of Contents
MAIN BODY...................................................................................................................................3
What is multinational and transnational enterprise.....................................................................3
Discuss different staffing approaches on international basis......................................................3
Define advantages of Regio centric approaches.........................................................................4
Disadvantages of Poly centric methods.....................................................................................4
Briefly explain main differences in context of employment law and practices that affect HRM.
.....................................................................................................................................................4
Define significance of understanding national culture along with key issues that affect work
relationship..................................................................................................................................5
Key factors when recruiting and selecting an international assignee..........................................5
Recommendations on key management development initiatives...............................................5
Define what procedure and policies should place for return to expatriate workers....................6
Discuss process that can consider by board providing analysis in respect to employees...........6
Define key differences or similarities between France and UK in context of labour laws that
can exist in different nations.......................................................................................................6
REFERENCES................................................................................................................................6

MAIN BODY
What is multinational and transnational enterprise.
MNC's refers to a corporation that can facilitate in between one or more than countries
and affects globally subsidiaries whereas transactional company also operate globally but they do
not have and subsidiary under it.
Multinational Transactional
It have a centralised management system and
owned in home nation along with its
subsidiaries (Cooke, Xiao and Chen, 2021).
These enterprise are many across world but
don't have any subsidiaries.
These kind of enterprise are facing barrier
while taking decisions due to centralise system.
They try to explore more interest in local areas
and manage their own system.
It working is carried out for all business as
whole.
It can generate through a specific operating
company.
Difference between International Human Resource Management and HRM.
Classification HRM IHRM
Definition It refers to an action that can
be use for measuring
organisational practices and
employee performance.
It is term that is require for
handle all activities related to
human resource on
international level.
Policies This can made standard policy
which is equal for every
person.
In this case, policy are
generate but there is always
happening interference.
Culture In this situation, individual are
belong in single culture and try
to do work efficiently.
It acquire different culture
group that are working
together for business
development.

Discuss different staffing approaches on international basis.
There are basic four approach that can be use for recruitment on internationally.
 Ethnocentric Staffing: It refers to a recruitment method that can use for select individuals
from parent company and allocate position across globe.
 Poly centric: This determine for hiring local people for fill the vacancy in host nation.
 Regio centric: It refers to an approach in which company select candidate and
transferring them within same country for fill out open positions.
 Geocentric: This refer to select a best candidate for specific job without knowing the
place they belong and where they live. It simply means they can hiring a person remotely
and reallocate in new host country.
Define advantages of Regio centric approaches.
There are various benefits of this methods. Some of them are discuss below:
 This can fit according to specific culture(Dai and Zhu, 2021). Like any leader that belong
to same region as of no host nation can encounter issues in context of culture.
 Manger can perform their work very well within geographic area for neighbouring
countries.
 The host country can effectively influence decision in respect to whole country.
 It can arise less cost from host nation neighbours.
Disadvantages of Poly centric methods
 It can facing various problems to manage exercises over subsidiaries.
 This approach have insufficient knowledge in respect to market condition of host nation.
 It can also arise conflicts between leaders of parent as well as host country in relation
with different procedure of to think.
 There is a insufficient coordination between both of these company just due to link is
absent.
Briefly explain main differences in context of employment law and practices that affect HRM.
Human resource management is highly influence formally and informally due to
employment laws that governs all aspects between relationship of superior and subordinate.

Collective bargaining refers to a procedure to negotiate the term between superior and group of
employees(Kollinger and Koris, 2021). In case of Germany, this agreement define certain
standards that is important to apply on in terms of income and employment. Whereas in UK, this
can reflect specific terms and conditions that allow negotiation in work duration and pay. This
agreement can be mage between employer and representative.
Define significance of understanding national culture along with key issues that affect work
relationship.
This culture is very important as it affect decision that are taking by mangers, various
styles of leadership and different practices of human resource management. In short it can affect
relationship of those people who are working in enterprise that influence whole environment.
The working relationship can affect by several factors some of them are discuss below;
 Communication: IT is a factor that can make or break relations as because effective
conversion leads to higher engagement and poor can lead to frustration and
misunderstanding.
 Collaboration: It is the another way that affect relationship. This can affect motivation
and productivity of employees while analysing and solving issues.
Key factors when recruiting and selecting an international assignee.
 Cross cultural Suitability: It is the most important element that affects candidates those
are from cross culture suitability. It can consider different languages of candidates. The
international enterprise assignees define significance of abilities to create or maintain
relationships.
 Technical ability: It is highly require for defining the abilities to perform tasks. It can
associate from various techniques to conduct work. This element can solve problems on
international organisation environment.
Recommendations on key management development initiatives.
It refers to procedure that can use by leaders to handle and enhance managerial skills.
 Mangers of enterprise have to focus on learning management system as it it significant to
conduct training and development program(Lasisi And et.al., 2020). It is a platform that
generate effective learning.

 Leaders have to attend industry based conference as it is the way that help mangers to
enhance their team management skill. Because these conference sharing knowledge about
effective group development.
Define what procedure and policies should place for return to expatriate workers.
It is a process in which employee can relocate with its home country to work with abroad.
 Pre move training: It is very important aspect as it can deliver information about host
nation and also provide technique to adjust with new living working environment.
 Immigration support: It is helpful for workers to finding that support which is highly;y
require for their advance employment and maintain relationship with foreign country.
Discuss process that can consider by board providing analysis in respect to employees.
It is the duty of employer to amend the employment contract of employee whenever a
person is shifted to another nation (Zaim and et.al., 2018). It includes time period of service for
avoiding any kind of disputes in future. This is important as it gives a security to worker that the
firm can not dismiss it with any unfair means.
Define key differences or similarities between France and UK in context of labour laws that can
exist in different nations.
Differences
 In UK, equality law can regulates prejudice based actions in workplace. Whereas,
Germany law prohibits discrimination between workers on basis of religion beliefs and it
also require paid 100 percent salary by their employer.
Similarities
 In both of these countries, there is conducting a prior consultation while require trade
unions and also provide a notification in respect to workers representative and public
administration.

REFERENCES
Books and Journals
Cooke, F.L., Xiao, M. and Chen, Y., 2021. Still in search of strategic human resource
management? A review and suggestions for future research with China as an
example. Human Resource Management. 60(1). pp.89-118.
Dai, W. and Zhu, Z., 2021, May. The OBE Training Model of Applied Talents in Human
Resource Management Major. In 2021 2nd International Conference on Computers,
Information Processing and Advanced Education (pp. 68-72).
Kollinger, I. and Koris, R., 2021. I'm difficult, but not impossible: how millennials view
international assignments and the implications for human resource management
(HRM). Personnel Review.
Lasisi, T.T. And et.al., 2020. Explanatory investigation of the moderating role of employee
proactivity on the causal relationship between innovation‐based human resource
management and employee satisfaction. Journal of Public Affairs. 20(2). p.e2051.
Zaim, H. and et.al., 2018. The effects of knowledge management processes on human resource
management: Mediating role of knowledge utilization. Journal of Science and
Technology Policy Management.