International Human Resource Management Test

From the lecture, I have gained a deep understanding of international HRM which is the process of acquiring and using human resources in an international organization to achieve certain objectives. Besides, I realized that human resource management at the international level was almost similar to local human resource management. I discovered that, at the international level, human resources are involved in planning, staffing including recruitment, development and training, performance management, compensation, and industrial relations. Understanding all these aspects is critical for anyone who is seeking HRM dissertation help. Moreover, at the international level, I understand that HRM practices take place in host-country, parent-country where firm headquarter are located, and other states which often act as a source of finances, labor, and other inputs. Employees for international countries often come from the host country, parent country, and other countries. For instance, a United States company can source employees from the united kingdom- a host country or Canada – another state.

However, other than similar activities in domestic and international HRM, there are some differences in that, at the international level, there are more HR activities, there is an increasing demand for a wider perspective, more employees’ personal lives involvements, more risk and legislations, and broader external influences. Also at the international level, human resource managers have to deal with more complex activities like international relocation, taxation, host-government relations, and language translation services for communication. Furthermore, I also understood that one of the most vital factors in international HRM is employee relocation which begins with pre-departure training, travel and immigration details ad offering housing, recreation & schooling information, and medical care.

At the same time, the company needs to deal with the new cultural environment, industry selection, and affiliation, the attitudes of senior management, and the domestic market. Theoretically, Laurent provided steps for true IHRM. Some of these steps include. According to these steps, the parent organization must recognize that its human resource management reflects some value and assumptions of the home culture, acknowledge its culture, recognize that its foreign subsidiaries can prefer alternative management strategies, be willing to acknowledge cultural differences, and acknowledge that cross-cultural learning invites more effective and creative ways of managing employees.

Therefore, from the lecture, I have developed applicable knowledge in international human resource management which I would apply in managing people internationally. \

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