International Human Resource Management - Essay Example

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Globalization opened doors for rapid business expansion as well as increasing mobility of people. Migration influence business operations and positively viewed as an opportunity of multicultural and multi-ethic integration. This is true for all business, establishments and institutions who are managing diverse peoples from varied countries such as tourism industry and multinational corporations whose operations cross geographic borders…
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International Human Resource Management
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Download file to see previous pages Competent and highly skilled workers are necessary. Above all, the corporation must be sensitive to the culture of peoples where it is operating as well as the culture of people they are serving. This is an essay that will explicate international human resource management (IHRM) from the theoretical vantage of culture to determine strategic performance management and its competitive advantage amid contextual changes. The researcher will also explicate culture within the context of diversity in relation to IHRM amid challenges in international business operations, citing Marrriot International Inc., as an example. But before going further, it’s necessary to first define some relevant terminologies that is thematically used in this study. International refers to a scope of affairs that is involving two or more countries. Human resource management, on the other hand, refers to a system relating to hiring or employing, training, designating, performance managing and appraising employees’ performance (Jackson, Lafasto, Schultz, and Kelly, 1992). Culture also refers to beliefs, values and customs that are integral and are influential in their decision-makings, style of leadership and on how relations are managed (Pettigrew, 1979). Internal and external conditions are maybe influential to person’s emotional and psychological make up but its culture that molded persons’ perceptions, behaviors, organizational management, working relations and evening systems of operations (Pettigrew, 1979). Like external and internal environments, culture is undergoing continual change. HR policies and procedures therefore must be adjusted to cope with this change. Human Resource Management and Diversity Armstrong (2006) explained that human resource relate to management’s system where workers perform tasks to contribute to the achievement of corporation’s goals by employing persons, enhancing their skills, maximizing their capacities in exchange for just compensation for services rendered. Managers value performance and evaluate worker’s performance based on corporate standards as part of career development and employ coaching or feedback mechanism for the improvement of performance (Schneier and Beatty, 1979). HRM is essential in corporation's growth and in retaining competitive advantage thus, the need to capitalize superior human resource management. Consequentially, the increasing demand require High Performance Work Practices by ensuring that workers are hired through criteria of procedures; with compensation and incentives based on performance standards. It also encourage or mandate labor forces participation in production and decision-making as well as provide them skills to enhance their knowledge, abilities to improve their motivation (Delaney and Huselid, 1996). Thus, companies must have standard to manage worker’s performance to contribute quality results for the organization (Lingle and Schiemann, 1996: 56-61; de Waal and Coevert, 2007: 317-416) that measures efficiency and effectiveness of workers. It also involved managing organization, administering of personnel, management to manpower. The system fundamentally consider that HR works to meet needs and goals but also ...Download file to see next pagesRead More
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