Comparing HRM and IHR Practitioners

Human Resources Management (HRM) has become a critical component in business strategy of a company which could provide a comprehensive, strategic approach to the management of people, particularly, the MNCs. However, IHRM is largely more complex than HRM, especially the complicated operation. In this essay, I am going to state the functions and activities of HRM and IHRM, then mainly analyze the complex of IHRM through organizational strategy and operation.

The HR practitioners have become more and more popular and important job title in last two decades. As a domestic HR practitioner, there are a few steps and operations he/she need to concern. Firstly, HR practitioners need to have a “big blueprint” to understand the business strategy, and then, develop a mission statement, which is related to the people of organization. Besides, a SWOT analysis can help HRM well focus on internal and external information. Subsequently, conducting a detailed HR analysis is the most important operation, HR practitioners concentrate on the organization's COPS (culture, organization, people, HR systems), such as the belief and ethic of employees, management style and culture of the organization; the structure and job roles of the organization; staff skills and potentials; the connection with LMs, staff selection, reward system, employee relationship, training and development.ect. Finally, developing the solution of the HR analysis and implement the operations. US department of labor had clear characteristics of good HRM operation in 1993: careful and extensive systems for recruitment, selecting and training; formal system for information sharing with employees in organisation; clear job design; participation procedure; monitoring of attitude; i...

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