BMP6003 - International HRM: The Most Important HR Practices

This presentation discusses three critical HR practices for international businesses: reward management, team and group building, and recruitment and selection. Reward management is essential for motivating employees and improving performance. Team building addresses diversity and promotes collaboration. Recruitment and selection aim to attract and hire top talent. The presentation also acknowledges challenges faced by companies like H&M in implementing these policies, such as maintaining balanced relationships, enhancing motivation, and gathering employee information. Ultimately, effective HRM policies are crucial for the success and expansion of international businesses. Desklib offers a variety of resources, including past papers and solved assignments, to aid students in their studies.

BSC (Hons) Business
Management (Top-up)
• BMP6003 International HRM

Assessment 2: Individual Presentation
Three most important HR practices for an international business
• Name:
• ID:

Contents
 Introduction
 3 most important HR practices for an international business
 Conclusion
 References

Introduction
International Human Resource management is referred to the process wherein
the organizations tend to manage the human resource activities of the
organization at the international levels or basically manage the business that
takes place beyond the national borders.
International Human resource management consists of various functions like
recruitment, selection, training, development, performance management as well
as remuneration.

3 most important HR practices for an
international business (IHRM practice 1 )
Reward Management
Reward management can be referred to the strategy implementation
process wherein the the employees of the organisation are rewarded
as per their performance at the organisation. It is very essential that
reward management process is carried out in a fair and just manner.
The reward management helps the organisation to motivate its
employees in order to derive better productivity and performance
from the employees of the organisation. This has a direct impact over
the performance and success of the organisation as well.

3 most important HR practices for an
international business (IHRM practice 2 )
Team and group building
team can be referred to a group of individuals who work towards a common goal or
objective in the organization. A team usually consists of people who belong from a
diverse background, culture, region as well as religion. It is very important for an
organization to cope with the differences and the diversities among the individuals at
the organization.
This plays a significant role as until and unless the organization manages diversity at
the workplace, the employees can not put in combined efforts towards the
accomplishment of the organisational goals.

The pros and cons of the Human resource policy of managing diversity at H&M are discussed below.
Advantages of Managing Diversities among teams and groups
 Encourage and motivate the employees of the organisation
 wider scope of ideas at the workplace
 adapt to enhanced skills and talent
Disadvantages of Managing Diversities among teams and groups
 impact over the performance of the organisation
 integration issues due to wide diversities
 invite various conflicts

3 most important HR practices for an
international business (IHRM practice 3 )
Recruitment and Selection
Recruitment and selection is a very popular Human resource function that
is followed and practised by various organisations. The main motive of the
Recruitment and Selection function in the international business is to hire
and attract the employees with the highest potential for the betterment of
the organisation.
Recruitment and selection facilitate the organisations to gather and
evaluate various information regarding the candidates who need to be hired
for a specific job role.

The various advantages and disadvantages of recruitment and selection policy at H&M are discussed
further in the report.
Advantages of recruitment and selection policy at H&M
 Attract most suitable candidates
 Increase and diverse its pool of candidates
 link between the employer and the employee
Disadvantages of recruitment and selection policy at H&M
 Requires lot of time and efforts
 Requires huge capital investment

Synthesis of Key Issues
It can be easily considered that every organisation faces some or the other
issues at the organisation during the business operations. Similarly,
various issues or challenges are faced by H&M while applying the
various human resource management policies at the work place. The
various issues faced by H&M during the application of Human resource
policies at the organisation while operating the international business
have been discussed further in the report.
 Maintenance of a balanced relationship at the organisation
 Enhancement of motivation among the employees at the work place
 Awareness or information regarding the employees at the work place

Conclusion/Summary
The conclusion that can be drawn out from the report is that Human
resource management policies play a significant role for the organisation
in expanding and operating its international business. International
Human Resource management is referred to the process wherein the
organizations tend to manage the human resource activities of the
organization at the international levels or basically manage the business
that takes place beyond the national borders.

Reference List
Aust, I., Muller-Camen, M. and Poutsma, E., 2018. Sustainable HRM: A comparative and international
perspective. In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing.
Boxall, P., 2018. The development of strategic HRM: reflections on a 30-year journey. Labour & Industry: a
journal of the social and economic relations of work, 28(1), pp.21-30.
Bretos, I., Errasti, A. and Marcuello, C., 2018. Ownership, governance, and the diffusion of HRM practices in
multinational worker cooperatives: C ase‐study evidence from the M ondragon group. Human Resource
Management Journal, 28(1), pp.76-91.
Cooke, F.L. and et.al., 2019. How far has international HRM travelled? A systematic review of literature on
multinational corporations (2000–2014). Human Resource Management Review, 29(1), pp.59-75.
Farndale, E. and et.al., 2017. A vision of international HRM research. The International Journal of Human
Resource Management, 28(12), pp.1625-1639.
Horwitz, F., 2017. International HRM in South African multinational companies. Journal of International
Management, 23(2), pp.208-222.