International Human Resource Management

1500 Words6 Pages
Introduction According to the definition provided by the academia education web portal, human resource management has replaced personnel management over the time period and it consist of various strategies, policies and processes. International Human Resource Management (IHRM) is a “Process of employing, developing and rewarding people in international or global organizations”. Types of organizations While concentrating on the IHRM in the vast developing economic nature, it is highly important to know the difference about the various types of organizations. The global companies are the ones which present in many countries by investing, and in the same time they market their products through the use of same coordinated image/brand in all markets. The specialty is that there is one corporate office that is responsible for global strategy who concentrates on volume, cost management and efficiency. While the international companies are the importers and exporters and they do not invest outside their country of origin. The transnational companies consist of similar features, they invest in other countries, they have one central corporate facility, but they hand over their decision making, research and development activities and marketing powers to each individual overseas market. Multinational companies more focus on developing unique products and services to each individual foreign market which will be matched to their culture and the economy. (Lee Iwan web portal) Global environment influences on managing across borders When we managing across the boarders in different countries there are various factors that should be consider in order to successfully involving with human resource principles. According to the study mode there are f... ... middle of paper ... Resource Management and what are the type of organizations exists in the current business world. The global environment such as, culture, education and skills and the legal system do influence when managing across the borders. In respect of the IHRM we have to be more specific when recruiting expatriates we should ensure that he/she could easily adaptable for the host country culture and the environment. When recruiting and selecting the international staff there is certain modern techniques applicable such as use of social media etc. Also when selecting we have to focus more on person’s experience, family status etc. Training and development is important for the successful performance of the employees and timely compensation should be provided. Performance appraisal will assist the employees to correct their job related problems and improve in the future.
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