We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Nobody downloaded yet

Altomi Associates: Developing an International Human Resource Management (IHRM) Strategy - Essay Example

Comments (0) Cite this document
Summary
One of the few sure things in this unsure and unstable world is the increasing pressure of globalisation on businesses. There is a growing number of globally operating companies and globally operating workforce…
Download full paperFile format: .doc, available for editing
Polish This Essay98% of users find it useful
Altomi Associates: Developing an International Human Resource Management (IHRM) Strategy
Read TextPreview

Extract of sample
"Altomi Associates: Developing an International Human Resource Management (IHRM) Strategy"

Download file to see previous pages This essay presents a proposal for Altomi’s IHRM strategy. The proposal focuses particularly on the implementation of an appropriate approach to IHRM strategy and transferring HR policies and practices from the UK to the various BRIC—Brazil, Russia, India, and China—countries. The proposal is divided into three sections, namely, short-term aims, medium-term aims, and long-term aims. Short-Term Aims Numerous of the most challenging and essential aspects of international human resource management (IHRM) planning arise from cultural differences between countries; usually, these differences conflict. Hence, one of the most difficult challenges that Altomi will face in its internationalisation efforts is managing cultural differences in the four countries where it plans to do business. Culture is one of the factors that balance the difference between international and domestic HRM. Numerous unsuccessful businesses in the global arena are because of lack of cultural knowledge and an assumption that ‘what works at home will work here’ (Regis, 2008, p. 169). As stated by Geert Hofstede, there are five cultural dimensions, namely power distance (e.g. hierarchy, status), uncertainty avoidance, individualism-collectivism, masculinity-femininity, long- or short-term orientation (Paul, 2008, pp. 155-157). Altomi has to thoroughly evaluate these cultural factors to determine which HR processes they can transfer to BRIC and which have to be modified so as to survive and succeed in the new market. A knowledge and appreciation of the host country’s cultural standards, an understanding of the differences alongside enthusiasm to learn and distribute knowledge or information to the Associates of Altomi in BRIC, can largely determine the success of the business. Numerous of the HR policies, operations, and practices of Altomi will be much affected by the culture of BRIC. For example, in China there is much importance given to unity, honour, and integrity; performance evaluations in China are somewhat different from the UK as evaluators will not be eager to make a negative evaluation of an employee because it could possibly damage the relationship between the employee and the manager (Steers, 2006, p. 135). In Brazil, Russia, India, and China according to Hofstede’s study, power distance is high. This means that these societies value inequalities and hierarchies (Steers, 2006, p. 135). Thus, Altomi should designate a superior for their Associates in these four countries, someone who will assume full responsibility and exercise absolute power. In terms of uncertainty avoidance, Brazil and Russia value conformity to legal systems and rules. These societies desire high bureaucracy and impose rigid obedience to rules to avoid uncertainty. Altomi should make sure that rules are properly established and followed in their Associates in Brazil and Russia. On the contrary, India and China are open to risks or uncertainties (Steers, 2006, pp. 135-136). These societies are not afraid of imperfections or deviations from established rules. They prefer adjusting to the situation, and dislike rigid obedience to rules. Altomi’s Associates in India and China may benefit from more open employment terms and conditions, and encouragement of suggestions and feedback from employees. Altomi has to learn to address global issues like doing and negotiating business abroad, and recruiting and training employees in other countries. As people acquire skills to cope successfully with various cultures, they normally should undergo a process called ‘development of cross-cultural competence’ ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Altomi Associates: Developing an International Human Resource Essay”, n.d.)
Retrieved from https://studentshare.org/management/1403789-altomi-associates-developing-an-international-human-resource-management-ihrm-strategy
(Altomi Associates: Developing an International Human Resource Essay)
https://studentshare.org/management/1403789-altomi-associates-developing-an-international-human-resource-management-ihrm-strategy.
“Altomi Associates: Developing an International Human Resource Essay”, n.d. https://studentshare.org/management/1403789-altomi-associates-developing-an-international-human-resource-management-ihrm-strategy.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC
Human Resource Management Strategy
HUMAN RESOURCE MANAGEMENT STRATEGY Word counts: 2987 Your name …………………………………….. College / University ……………………………. Date …………………………………………….. TABLE OF CONTENTS TABLE OF CONTENTS 2 Introduction 3 British Airways: Company Profile and Industry Analysis 4 Porter’s Five Forces Analysis 4 The HR Strategy of British Airways 6 High Performance Working as an HRM strategy 7 Salient Features of High Performance Work System 7 Basic Elements of High Performance Working 9 Major Elements of the High Performance Working in British Airways 9 Strategic ways for Meeting the challenge 13 Conclusion 14 References 15 Introduction Hu
11 Pages(2750 words)Essay
International Human Resource Management
The paper includes a discussion on the aspects in which organizations practice HRM and the issues arising after implementation of HRM. The paper includes major discussion on the issues pertinent to job satisfaction of employees, selection of employees on merit basis and uprightness of Human Resource Managers.
7 Pages(1750 words)Essay
International Human Resource Management
The discussion focuses on the importance of abiding by the international regulation by the MNEs. The MNEs should be cautious of not violating the regulations in order to ensure its sustainable existence in the country it is operating in. Therefore, the MNEs need to deal with the various issues or laws of the different operating countries along with special focus on the human resources properly.
12 Pages(3000 words)Essay
International Human Resource Management
This trend requires strategic management considering numerous variables to be confronted within an unpredictable business climate. In such phenomenon of uncertainty, innovation is required (Beinhocker, 1997). As such, human resource management should be strategized with sensitivity to uncertain future, of variegated change processes, and of competition inherent to this type of business (Manning, 1998).
13 Pages(3250 words)Essay
International Human Resource Management
Industrial relations 6 2.6. Managing international staff & Global performance reward 7 2.7. International HRM trends: Contemporary issues and ethical challenges 8 3. Recommendations 9 4. Conclusion 10 References 11 1. Executive Summary Marks and Spencer (M&S) is one of UK's leading retailers, headquartered in the City of Westminster, London.
7 Pages(1750 words)Essay
IHRM(international human resource management)
In regard to Volvo, its entry to the Curitiba market can be analysed to represent Volvo’s best practices and competitive advantage. In essence, both managerial and innovation strategies plays a great part in putting the organisation at its current place in Curitiba market.
8 Pages(2000 words)Essay
Human resource management strategy

According to the research findings, it can, therefore, be said that after the economic downturn is ceasing, many small businesses are now witnessing an increase in their revenues. However, they have a dilemma, which is deciding between using these extra revenues to expand the business and increasing their employee’s salaries.

3 Pages(750 words)Case Study
Human Resource Management strategy
Establishment of the communication networks and technological progress, have changed the face of human resource. Human abilities and knowledge determine the success or failure of the company. Companies are becoming more open to involve employees into all organizational processes: planning, strategy development and evaluation.
4 Pages(1000 words)Essay
International Human Resource Management
The research is aimed to explore the influence of change on IHRM policy and the role of cultural diversity in international organisations as well as the methods used by international managers in order to manage human resources within international organisations; to explore functional requirement of HRM in the international arena.
15 Pages(3750 words)Essay
International Human Resource Management
The most important of these changes and adaptations are defined by the nature of human resource demands. Human resource can be said to be the most vital asset of the company since they formulate operations and work plans necessary for business. Multinational
16 Pages(4000 words)Essay
Let us find you another Essay on topic Altomi Associates: Developing an International Human Resource Management (IHRM) Strategy for FREE!
Contact us:
+16312120006
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us