International HRM for Recruitment and Selection-myassignmenthelp

Question: Discuss about theInternational HRM for Recruitment and Selection. Answer: The report talks about the significance and functions of the IHRM. Further, it explains the roles and responsibilities of the international HR manager to run the business successfully and effectively at the global level. In addition, it describes the key elements of HR strategy within the organization. International human resource management and human resource management differ in their capacity of the managing employees across the world. HRM manages only home country employees while IHRM refers to the recruitment, selection, development, and management of the global employees in the resident country or in a foreign country. There are many factors which can affect the business of international human resource management. These factors include political factors, legal factors, and social factors etc. IHRM defines as a set of actions and activities that aims to manage and control the organization human resources at the global level in order to maximize the goals and objectives of the firm. It will also help to overcome on its competitors in the market across the world (Marler Fisher, 2013). There are various functions performed by the International human resource management. These functional areas include performance evaluation, recruitment and selection, remuneration, labor relations and training and development. IHRM recruits and selects competent, capable and qualified employees to do work at the global level. In selection, HR manager matches the qualification of the candidates with job requirements of the company. Recruitment and staffing is the complex function of the international HRM. The staffing and strategy affect the new candidate at international level. Recruitment and selection is the best practice of IHRM. Further, the important function of IHRM is training and development that is essential in every organization. The main aim of the training and development is to offer enough training to a candidate in the association to meet the long-term goals and objectives of the company at the universal level. Training and development are provided by the IHRM to impro ve the efficiency and competency of the expatriates. Induction and training help to prepare expatriates to do work at international level in the organization. Further, development and coaching program are also conducted by the IHRM across the world (Jabbour, de Sousa Jabbour, Govindan, Teixeira, de Souza Freitas, 2013). In addition, performance evaluation is an excellent and effective function of IHRM. Through performance appraisal and valuation, the company assesses the performance and actions of the new candidates within the organization. Performance assessment is important to promote and motivate the employees for doing tasks in an effective manner. This is the difficult task for IHRM because the firm needs to evaluate and analyze the employees from different countries across the world. It will also help to provide rewards and incentives to the expatriates at the universal level. The remuneration and compensation are other core functional approach of the IHRM. Remuneration and compensation play a vital role to attract more employees in the market across the world. A good and effective compensation system will provide a chance to maximize the profit and revenue at international level. As a result, it will also enhance and increase the productivity of the employees across the world. Labor relations also affect the business activities and operations of the firm. HR head maintains proper and effective communication and collaboration with different countries employees around the world. They focus and evaluate the rules, regulations, and policies of the company to maximize the revenue of the firm. It will also provide job satisfaction and morale to the employees. It will build and develop confidence, faith, and trust among the employees in different countries. All these functions are performed by the HR manager to do work at the global level. In this way, IHRM manages employees of the home country, host country and third-country national at the global level (Jackson, Schuler Jiang, 2014). Further, various roles and responsibilities are performed by the HR manager in the organization while conducting the business operation at international level which are discussed below. HR head is accountable to build and develop good and unique reciprocal relations with labors to do work with more effectively and successfully. IHRM is responsible for recruiting, attracting and selecting the candidates to run the global business smoothly. It will help to reduce the employee turnover within the organization (Cavusgil, Knight, Riesenberger, Rammal Rose, 2014). They answerable for human resource planning, training, and development of the employees in order to meet the long-term growth and success of the company at the global They are accountable to provide good remuneration, incentives, and compensation to labors across the world. HR manager is also accountable to provide cross-cultural induction and training to employees to understand the values and competencies of the employees in different countries across the world. They should provide good and healthy working environment to the candidate to retain and attract the more applicant to do global operations and activities across the world. Further, HR head is responsible to make the good and effective corporate strategies for the employees to increase the productivity of the workers. Now it is assumed that roles and responsibilities of the international HR manager are much wider compared to the domestic HR manager (Marchington, Wilkinson, Donnelly Kynighou, 2016). The effective and successful key elements of HR strategy are discussed below. Aligning trade and HR requirements: It is the major key HR strategy of IHRM to run the trade across the world. Through aligning the business, the firm can gain the competitive advantages across the world. Developing the organization HR strategy: It is the crucial role that HR manager is liable to make and develop effective HR strategy within the organization. It plays a vital role in every organization to do work at international level (Messersmith Wales, 2013). Association performance: Association performance is the process by which business mission and vision are managed by the firm across the world. It will also help to enhance the HR reputation and image of the firm. Organizational design and structure: The organizational size, design, shapes, and structure of the firm are required to meet the needs and expectations of the customers across the world. It will help to maintain flexibility in the environment to do work effectively and successfully (Lengnick-Hall, Lengnick-Hall Rigsbee, 2013). Strategic resourcing: Strategic resourcing is an important key element of HR strategy in order to gain the sustainability within the organization. It will help to identify and determine the effectiveness and efficiency of the employees. Organizational development: The organizational development is the key strategy through which HR manager decides that improvements and changes should be done at the current workplace or not. It will increase and enhance the business skills and potential within the organization. It will also improve the performance of the employees across the world (Sousa, Ruzo Losada, 2013). Compensation and benefits: It is the effective HR strategy to attract and retain more applicants in order to meet the mission and vision of the firm. It also helps to motivate the new candidates to do work at international level (McDermott, Conway, Rousseau Flood, 2013). Organizational culture: The HR manager is accountable to maintain the effective and good culture at the workplace within the organization to retain more workers in the firm. It helps to reduce the disputes and conflicts among the employees at maximum level in the organization. After various researchers, it has been observed that key elements of HR strategy are very effective and unique to perform the operation and activities at the global level (Collings, 2014). On the above discussion, it has been noticed that IHRM is an important part of the every organization to conduct the business actions and operation at the global level. Every association must maintain an effective and excellent IRHM within the organization to manage the various activities of the business across the world. The company cannot expand and flourish its business in other countries without an effective and sustainable IHRM. References Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. (2014).International business. Pearson Australia. Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities.Journal of World Business,49(2), 253-261. Jabbour, C. J. C., de Sousa Jabbour, A. B. L., Govindan, K., Teixeira, A. A., de Souza Freitas, W. R. (2013). Environmental management and operational performance in automotive companies in Brazil: the role of human resource management and lean manufacturing.Journal of Cleaner Production,47, 129-140. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). 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