International human resource management assignment - Essay Example

Download file to see previous pages Human Resource Management or HRM is defined in different ways by different people because of the complex parameters associated with it. Generally, it can be defined as the process of employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. The overall effectiveness of an organization depends on how well the HRM department in that organization succeeded in putting the right people at the right place at the right time. It is the responsibility of the HRM department to identify the talents or hiring of people; developing their talents through training and utilizing those talents by placing them in appropriate places. HRM acts as a bridge between the organization and its employees. It is the duty of the HRM department to meet the objectives of the organization without causing any damages to the needs of the employees. “In several countries as part of HRM strategies, employers are adopting schemes to elicit higher degrees of employee commitment” (Bamber, et al, 2010, p.308) Globalization has brought many changes in the business world. International business or cross cultural business is growing every day because of increased cooperation between countries. It is difficult for a country to develop properly using the internal resources alone. Globalization succeeded in revealing the importance of foreign investments and private capital in economic development of countries. Many of the big organizations in the world were facing saturation in their domestic countries and they were struggling to find enough space for expansion. Globalization opened many door of opportunities to these countries in other countries and they accepted it with both hands. The growth of international business brought many challenges to the human resources departments of international companies. Domestic business and international business are entirely different and it is difficult to use the human resource management strategies used in the domestic circuit successfully in international circuits. No two countries are similar either politically, socially, economically, culturally, legally, or environmentally. While formulating strategies for human resource management in an international context, the HRM departments should account for all the above differences between countries. In short, HRM, especially IHRM should vary in accordance with the cultural and institutional environment in which it is conducted. This paper analyses the International Human Resource Management strategies assuming that an American firm is trying to establish business in China. IHRM: Internal Contexts America and China are two countries which have more differences than similarities. The HRM strategies popular in American context may not be useful in China because of the enormous differences. Communication is one of the major aspects of human resource management. It is the bread and butter of an organization. Without proper communication, no organization can develop properly. Communication in domestic circle is not a big problem for organizations; however communication is a big problem for companies in international context. Victor (2009) has identified seven parameters; Language, Environment, Social organizations, Contexting, Authority, Nonverbal behaviours and Time concepts in order to improve the communicational means in IHRM (Victor, 2009) The importance of Language cannot be underestimated especially in cross cultural communication. Historically, Chinese people are very weak in English and the Americans are weak in any languages ...Download file to see next pagesRead More