International Resource Management for Performance -myassignmenthelp

Question: Discuss about theInternational Resource Management for Performance Management. Answer: The essay presents a brief overview of the international human resource management in the association. It tells that how sustainable human resource management influence the trade and business of the company. It explains key roles and functions of the human resource within the organization. The sustainable and effective IHRM is important to expand the trade and business worldwide. It describes the roles and responsibilities of the HR head to run the business effectively at global level. International human resource management is the primary function of every association. The international HRM includes the various activities such as motivation, recruitment, employment, staffing, selection, performance management, compensation, incentives and performance appraisal. The human resource management is the backbone of the company. The association cannot run the business effectively and efficiently without sustainable IHRM. This management works for the employees safety and it provides job satisfaction to the employees. The HRM makes various kinds of rules, policies, strategies and regulations to conduct the trade successfully (Al Ariss, Cascio Paauwe, 2014). The HRM deals with planning, organizing, motivating, directing and controlling the personnel activities and functions of the business. The scope of the human resource management is much wider. HRM provides support and guidance to the line management. They search and attract high caliber and potential employees to gain the competitive advantages in the market (Barney, Ketchen Jr Wright, 2011). HRM addresses various issues and key challenges of the organization. IHRM ensures that whether business activities and operations are conducting inefficient manner or not, it also ensures that whether the company is following the ethical and legal standard or not. IHRM also includes worldwide recruitment and selection strategy and performance management. The human resource activities are conducted by the IRHM at global level. The international HRM directs and operates three categories of the employees which have been discussed below (Armstrong Taylor, 2014). Home country employees: The home region employees are the employees who are from the same country where the company headquarter is situated. Host country employees: The host country employees are the people who are the resident of a nation in which the company branch and plant is located (Budhwar Debrah, 2013). Third country national employees: The third country national employees are not the resident of the home country as well as host country but they work in the subsidiary company. Now a days many MNCs wants to expand its business globally to gain the revenue and profit across the world. Thus, many issues and challenges are faced by the companies while conducting business at international level. They need to follow various rules, policies, strategies and regulation at global level. Thus, MNCs maintain effective and sustainable human resource department in the company to run the business activities and operations successfully. Mainly, the success and growth of the trade depends on the effective IHRM. The employees come from different background and traditions in global business thus they are not able to understand the culture of the other country. In this way, various challenges and difficulties are faced by the employees. They key functions of International human resource management are discussed below (Buller McEvoy, 2012). Staffing and recruitment: It is the core function of human resource managers and it affects the business activities globally. The staffing and recruitment includes various activities of the employment. It includes job analysis, job design, compensation and reward scheme, recruitment and selection. The IHRM analyzes and indentifies the business activities and operations of every country to understand the culture of the country. HR manager is responsible for the induction and coaching of the workers who come from different country and location across the world. The international HR manager is responsible to attract more candidates to run the business at international level. HR manager is responsible to hire qualified, skilled and competent employees in the firm to do business actions successfully (Caldwell, Truong, Linh, Tuan, 2011). Compensation and salary packages: It is the main and core function of IHRM. Rewards and compensation must be provided by the HR manager. HRM evaluates and indentifies potential and competent employees to carry the business effectively and efficiently. The IHRM also provides incentives, bonus, and compensation to the employees. The sustainable HRM should provide flexible working hours to the employees to do global business effectively and efficiently. Remuneration and compensation scheme is the other functional approach of the International human resource management (Fairlie, 2011). Administrative function: HR manager should understand that how to achieve the goals and objectives of the firm. They do administrative task also to gain the long term success and growth in the market. They evaluate and analyze the activities of the different department to carry the business effectively at international level (Huselid Becker, 2011). Professional development: It is the core function of the IHRM which related to induction and coaching. It provides induction, training and development coaching to the employees to improve the skills and efficiency of the expatriates. It provides excellent and unique strategies growth opportunities to the workers. It also encourages employees to do work successfully and efficiently with maintain sustainability at the workplace. The aim of the training and development is to provide sufficient training to the employees in a company to fulfill the global goals and objectives (Inyang, Awa Enuoh, 2011). Performance evaluation: The international HR manager evaluates and analyzes the performance of the employees to perform the task at international level. They collect feedback from supervisor to evaluate the performance and productivity of the workers. It is the important function of the IHRM. Through performance evaluation, HR manager can identify the potential employees within the organization. They must provide some extra benefits to potential and competent employees. Generally, performance evaluation is conducted by the administration manager to carry the business successfully. HR manager should evaluate the employees from different countries. The performance assessment depends on the strategy of the international human resource management (Edwards Kuruvilla, 2005). Labor relations: HR manager should maintain good labor relations with employees to run the business activities effectively. They are responsible to maintain good communication and collaboration with employees to build employee engagement across the world. It will also help to provide job satisfaction to the employees (Chung, Sparrow Bozkurt, 2014). Legal compliance: It is the foremost function of the IHRM to derives the business smoothly. HR managers check and evaluate whether the company follow proper law and regulation or not, whether other labor laws and rules are fulfilling the requirements or not. The various laws involve health benefits, rewards and compensation schemes, minimum wage law and other rules and regulation related with employment. The company should follow all these rules and regulations to expand its business successfully in different countries (Tarique Schuler, 2010). Now it is assumed that IHRM is the core and primary function of the company. It also monitors core values and core competencies of the home country as well as host country. They analyze the culture and custom of the host country to identify the risk and challenges of the country. They use the effective strategies and policies to flourish its business globally. In this way, the company can beat its competitors across the world. The key components of HR strategy play a significant role in every organization. The key components of HR strategy which have been discussed below (Delbridge, Hauptmeier Sengupta, 2011). Assessment of organization and employees performance: It is the major strategy of human resource management. The HR manager is responsible to evaluate the performance and efficiency of the expatriates to increase the revenue and sales of the company. Build and develop HR strategy and policies: IHRM work like as a consultant to develop unique strategies, plans, and policies of the workers. The plans and policies are essential to gain the long term growth and success across the world (Farndale, Scullion Sparrow, 2010). Effective and unique organizational formation and design: It is the important element of HR strategy to overcome on the competitors in the market. It provides long term benefits to the employees as well as organization. Reward and remuneration strategy: It is the important strategy of IHRM to conduct its business globally. The human resource management is responsible to provide rewards and remuneration to the employees. It will increase the confidence of the employees (Thompson, 2011). Maintain a good organizational culture: It is the major key element of the HR strategy to attract more candidates across the world. IHRM tries to maintain effective and unique culture at the workplace to gain the long term advantages in the host country (Vaiman, Scullion Collings, 2012). Employee engagement: This is the important strategy of international human resource management to expand and flourish its business in the host country. The HR manger should focus on the employee engagement and commitment to fulfill the needs and requirement of the company (Sparrow, 2012). The roles and responsibilities of HR executive as global aspects have been described below. HR manager is responsible for recruitment and selection of the employees. They make effective strategies and approaches to attract more candidates in the market. IHRM is accountable to conduct training, induction and development coaching to the employees. They evaluate and monitor the performance of the employees. They are answerable to provide good working environment and atmosphere to the employees at international level (Werner DeSimone, 2011). They are responsible to maintain reciprocal relationship with employees across the world. They should resolve the conflicts and problems of the employees. In this way, they can give contribution in employee engagement. They are responsible to collect feedback from supervisors to check and evaluate the performance of the employees. They should build and develop trust, faith and belief among the employees to encourage them to do work effectively and efficiently. They are responsible to motivate the employees to run the business at international level. In this way, entire business activities and operation are carried by the IHRM. The company cannot run its business in host country without effective international human resource management (Wright McMahan, 2011). The report is based on the sustainable human resource management. 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