International Human Resources - Term Paper Example

Other international human resource trends include global recruitment, benefits and compensation when an employee falls sick gives birth or is faced with tragedy such may include maternity leave and extended vacations. International human resource trends are activities taken by a company or an organization to make it utilize human resource more effectively (Parry, 2013). These activities are geared towards improving human resource performance through education and training. For any sustainable and competitive business in the international arena, there is need for a competitive educated and skilled workforce.

With the internationalization of business, many companies are conducting their business in other countries and this is due to the rising demand of goods in other parts of the world (Parry, 2013). A successful business needs the ability to market products overseas and this has requires the company’s workforce to get the right skills needed for the prosperity of the organization. Such training may require the company to send their workforce to further their business and technical skills in a foreign country, which has better training facilities (Maclean and Wilson, 2009).

Further education and training of employees in a foreign country as a global human resource trend has both positive and negative effects to the present and future workforce alike (Vaidya, 2006). Human resource training in a foreign country will mean one has to study not only the technical skills but also the culture of the foreign country. The study of other peoples’ culture will promote interpersonal skills, which is important in the world of business (Unesco and the international social science council, 2010).

Accepting other peoples’ culture will promote good relations between the world’s diverse cultures and races hence fostering trade and exploitation of the world’s market. However, further training of employees in foreign countries with better technical skills has increasingly exposed the employees to racial discrimination and cultural shock (Parry, 2013). This has made the workforce return to their home countries with low-self esteem and ethnocentrism in other countries has made them undermine or denounce their culture as uncivilized.

This has greatly reduced their performance in the organization. Training an organization’s employees in a foreign country encourages the mastery foreign languages (Maclean and Wilson, 2009). This will be of benefit to the individual and the organization since language is an important factor in sales and marketing. With globalization, the knowledge of the language of a foreign country in which the organization intends to open its branch promotes understanding between the foreign country and the foreign investor, which is the company in this case (Vaidya, 2006).

The experience also makes one familiar with the environment in which the organization may have opened its branches. In some instances, further training of an organization’s workforce in a foreign country has exposed the employees to unfavorable change in climatic conditions (Unesco and the international social council, 2010). The harsh climate has made some of workforce who had travelled to a foreign country for further studies develop health complications such as pneumonia and malaria which has cost the lives of some employees hence making the company lose both the employees and