The International marketing is defined as performance of business activities including price, promotions, product and distribution decision and then the task of marketing research is to systematically collect data, process it in to valuable information which is vital for marketing decision. The information of host country on political stability, cultural attributes and geographical characteristic are required for sound for foreign markets. Information on economic general data on level of growth, inflation levels, business cycles and the levels of competition in that particular industry. These directly affect the economic viability of the product, since some of the factors affect profitability. There are also political, social and cultural climate factors to be considered in foreign markets.
Cross-cultural training is an essential fixture in the human resources management arena of businesses and organizations. The need for cross-cultural instruction is essential in organizations whose breadth stems globally. These training sessions are necessary to expand the organizations vision and strategic plan into other cultures. Furthermore, these organizations must be prepared to strengthen and possibly change their structural plans due to the cultural intricacies embedded around the world. Without efficiently trained managers in internationally based locations, strategic goals, values, and global partnerships may become unrealized or missed.
The future of international human resource management does; however, appear to be developing around a number of common themes and determinants, each of which may be applied to different organizations in away which suits them best. These common themes include: The increasingly important role of international management development in developing core skills and competencies The interdependence of decision making within the transnational corporation The role of technology as an important aid to the production process, management information systems and general communication processes The demise of the expatriate manager The development of cross-cultural teams (PP. 228-230)
These challenges often include issues associated with the host countries, the global workforce diversity management, management across cultures, difficulties in competitive global business environment as well as in the process of global planning and controlling. This essay is going to discuss the above international management challenges in a broad sense and giving illustration in aspects of each challenge. The first challenge that confronts managers of multinational corporations is related to the host-country issues. Both the international corporations and the countries that host their overseas operation should mutually share opportunities from any business relationship. Multinational en... ... middle of paper ... ...e located and the human resource management to effectively manage the global workforce diversity.
However, recognition and understanding is at varied levels. For some industrialized countries, trade and the vulnerability of national cultural models in a rules-based environment is the driving force. For other organizations and nations, interest arises from social cohesion, human security and prosperity objectives. For the most part, international discussions have yet o result in concerted action. One thing is clear-the current global environment will require a global approach to cultural diversity initiatives.
1. Which are the biggest management challenges for international firms? What can firms do in response? The international management structure and an appropriate organizational design for managing people in a cross-cultural environment are made up of an effective scheme. During these activities, companies face the technical, political, economic, linguistic, and cultural differences have to go through practice.
International Human Resource Management (IHRM) has gained more attention due to the increase in number and competition among MNCs. IHRM focuses on policies and regulations and looks into all aspects of HRM in MNC’s while setting up of an MNC in a different country. The study of IHRM helps in international career and knowledge management and framing of international policies. The cultures and business systems are different within and between Asia, Europe and America. Hence IHRM has a vital role in understanding these institutional as well as cultural differences while framing the policies and practices for
However, while HR practices and policies are performing across countries, culture would be a key point. Culture can be defined not only at the national, but also at the group, organizational, and even international level. All these cultures have certain effects on the choice and efficiency of HR policies and practices. Between national and other types of culture, therefore, need to be divided clearly because national culture makes a unique contribution to understanding HR policies and practices. Therefore, there is no doubt that national culture is a key factor on HR practices or polices, as a functional activity in international business.
(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 ... ...man 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.
With the rapid growth in globalization there are a number of firms who have taken their businesses abroad. Their challenge, cross cultural management and communication. An effective communication strategy begins first with understanding who the sender of the message is and who the receiver of the message is. Many companies have realized this and offer training in the different cultures to help better facilitate communication between leaders (Cross-Cultural Communication, mindtools.com). Without this basic understand between sender and receiver it can be very difficult for companies of multicultural to even begin to communicate.