International Human Resources Managemnt - Essay Example

We will briefly start with the need of international human resource management, followed by the increase in problems and hurdles and finally highlight the key strategies that should be adopted to have a strategic international HRM in order to achieve an added or competitive advantage (Lane 2000). This will include a special focus on dealing with expatriates. In the end we will sum it up with certain recommendations and conclusion. Globalization has accelerated greatly in the last few decades. Organizations are crossing borders either through opening branches or subsidiaries in other nations or simply hiring individuals on a contract basis.

However, one major misconception is that due to globalization labor environment has become uniform. Though super national bodies such as European Union are trying to develop consistent policies across all nations they are still at a very initial level. Therefore, there is a dire need for having unique HRM policies and strategies for every state in which the business is operating (Caluwe 2000). In this situation the real question arises when there has to be a balanced developed between an integrated HRM practice across border and at the same time keeping consideration of the local perspective.

Organizations need to spread their competent policies to other sides of the business. This means that if there is an effective strategy in place at the home ranch it has to be introduced in other nations too for competitive advantage. As mentioned in the introduction, there are many factors that make international HRM more complicated and act as a hurdle in achieving a well management system of human resource. Some of them are as follows: 1. Legal laws and policies: Every country has its own labor laws and rights protection policies.

Further, how well are they enforced is another factor that differs from one state to another. Multinationals that are present in Europe as well as India have to