Case Study : International Human Resource Management Essay

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

In order to critically assess and recommend alternatives, I would like firstly to give a brief description of the business crisis the company was facing and the subsequent need for change in the company’s overall business strategy. I would then like to focus on the key aspects of the firm’s human resources strategy and the changes that were made in order to supplement the overall changes in the business strategy.

Culture is one of the terms that have been becoming more familiar in the 21st century among the multinational companies all around the world. The world has been shrunken by the fasting travelling and communicating technologies which has brought down the barriers for the organisations having business in international market. But still then there are few barriers that make the international business critical and hard for everyone to succeed in it. This is due to the factor that the businesses have direct influence over the culture that is followed in the respective country where the business is carried out. So it would be interesting to

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

The reality for most corporations is that they cannot assume the challenges that are brought about by the increased level of globalization. Repatriates have increased the level of cross-cultural diversity among employees in organizations (Black & Gregersen, 2000). The diversity has also been increased among suppliers, customers, creditors, and competitors. Employers are therefore required to put in place different mechanisms that can make it possible for the retention of repatriates. There is need to note that culture has a great impact on the behavior that is assumed by individuals. The paper sets out to discuss the various methods that can be used by employers as the most appropriate means through which they can effectively manage

Human resource management functions in multinational companies are incredibly complicated by the need to adapt policies and procedures related to personnel, to differences between the countries, which is one of the branches. In particular, the countries cultural differences, differences in economic development and legal systems may require an international company adaptation programs of hiring, firing, training and remuneration for

For many companies, health insurance can become a challenge especially for those companies who make small profits trying to exist in today’s economy. That is the case for Quality Auto Parts, a company who has seen its profits from the late 80’s increase and decrease at different variables until today. During the recent recession the decline in auto sales put a damper on the auto parts dealers as well. This did not make things better when the doubling of health insurance benefits continues to rise over the years.

Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is

Starbucks is named after the first mate in Herman Melville’s Moby Dick. Our logo is also inspired by the sea featuring a twin-tailed siren from Greek mythology.

The business model, into this age of information, has integrated itself with many cultures. One of the results of this globalization is development and research into international business and work related culture. In a recent paper by Mooij & Hofstede (2010), it found focus on researching and investigating culture is becoming more popular. Looking at the exponential growth and influence of international, more International Managers are becoming aware of the impact and importance of national culture on organizational culture.

For the organization to successfully achieve internationalization, a special focus must be placed on Human Resources. Human Resources can ensure effective internationalization management of employee staffing, selection, and performance management. “For the achievement of the goals of the international organization, the specific jobs should be filled with specific individuals at the proper time and proper place” (Jadoon, 2015). "The selection decision for international assignees is critical. Errors in selection have a major impact on the success of overseas operations” (Tarique, Briscoe, & Schuler, 2016). Moreover, “performance management is the process of quantifying the efficiency and effectiveness of actions, in order to compare results against expectations, with the intent to motivate, guide and improve decision making” (Szlavicz & Berber, 2014).

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Over the last ten years, numerous firms have continued to embrace international operations. However, the international operations come with numerous obstacles. For instance, culture is one of the bottlenecks faced by the firms operating in the global arena. Studies indicate that language problems and difficulties along with culture collisions are some of the cultural bottlenecks that an international firm must handle. The firms operating in the international market must recognize that different cultures have own modus operandi in terms of business transactions. In this regard, a subsidiary operating in the host country is obliged to respect the culture of the host nation.

Online recruiting channel- Online channels help organizations pull in, select and enlisted person individuals over the web, which for the most part considers the long range interpersonal communication destinations like Google, YouTube, Face book, twitter. Nowadays Companies and enlistment specialists have moved a lot of their enrollment process online to enhance the velocity by which competitors can be coordinated with live opportunities. The web, which achieves countless and can get quick input has turn into the real wellspring of potential occupation applicants and no doubt understood as online enrollment source. Large portions of the organizations have setup their own sites like Unicef, while different organizations were additionally made to give the administration like Job train, trade me, job seek and so forth.