International Human Resource Management - Essay Example

Technology has globalized economic activities and international companies are now employing people across races and cultures. Managers are emphasizing MNCs (multinational corporations) that narrow down on international human resource management (Shen, 2011). The critique of the article comprehensively covers international human resource management. Most laudable is the introduction of the concept of HRM and PR and gives the difference between the two. The article looks at human resource management in two multinational companies in China and South Korea.

From these contexts, it builds its explanation of international human resource management, which managers are increasingly using since companies are employing people beyond their countries (Gray, 2013). This article also mentions the need for globalization that has made international trades possible. From this article, the term IHRM is a term used to explain or refer to human resource management in Multinational Corporations (MNCs) (Zheng, 2013). . Therefore, it introduces human resource management at the international level.

The article also argues that the study of this subject has evolved with globalization. Business is now operating in an international environment. This piece introduces the IHRM model that focuses on interactions of human resource activities, country categories in HRM, and employee categories in international firms (Zheng, 2013). This piece of work introduces all the stakeholders involved in this type of management. These include the role of the manager, host country that has the subsidiary, home country, or company headquarters (Gray, 2013).

Some stakeholders include other countries that are sources of inputs like labor, finance among other inputs. On the other hand, employees, host-country citizens, parent-country citizens, and third-country nationals form part of IHRM (Wales, 2011). The weakness of the article does not clearly state its methodology. It gives a detailed explanation of international human resource management without stating the criteria for getting such information.