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Running head: INTERNATIONAL HUMAN RESOURCES MANAGEMENT1International Human Resources ManagementName:Professor:Institution:
INTERNATIONAL HUMAN RESOURCES MANAGEMENT2International Human Resources ManagementIntroductionWith the rapid changes in the economic and technological environments, many organizations have been forced to evolve to cope with these changes. So as to ensure their sustainability, the companies have to come up with measures to help them to be globalized. If theorganization considers participating in international activity level, there are issues both at operational and strategic level (Collings, 2012). This necessitates the involvement of International Human Resource Management (IHRM) in making the companies’ strategic planning. For the success of any organization that is entering into the global market, strategic international Human resource planning becomes very important. This planning assists the organization to achieve its strategic goals by maintaining and successfully administering its workforce internationally. (Stephen J. Perkins & Susan M. Shortland, 2006) Strategic International Human Resource Management helps global companies to examine employee performance and explore the consequences of resourcing options. Matters, functions, practices or policies that affect multinational corporations can best be dealt with by the application of strategic human resource planning.A well planned International Human Resource strategy is crucial when setting up a business in another country. However, there are significant elements which should be considered.Some of these major key issues include staffing, compensation, expatriate selection, industrial relations, and training, Workforce Diversity, Employment Legislation, Function and Flexibility (Hiltrop, 2002). Any company that in pre-planning process of entering into the global market has
INTERNATIONAL HUMAN RESOURCES MANAGEMENT3to put these key factors into consideration when planning for its international human resource management. Sunwave Company in New Zealand is in its initial stages of planning to step up a new branch in Rome. Just like any other company they will also have to consider the factors mentioned above when strategizing on their International Human Resource Management. This paper will look into two of these primary key factors; staffing for international companies and Training and Selection of Expatriates. This is because for any company that wishes to operate internationally and attains quality performance and ultimate success it must have an efficient andreliable workforce which can only be obtained through effective selection and proper training.Staffing Policies For International CorporatesIn IHRM, Staffing policies can be referred to as the procedure through which international companies assess and assign foreign jobs to the most qualified candidate. Staffing for multinational corporates is very different when compared to domestic companies. This is