International Human Resource Management Essays (3057 words)

International Human Resource Management Essays (3057 words) EXECUTIVE SUMMARY International Human Resource Management(IHRM) can be defined as the methods of selecting, allocating, and utilizing human resources effectively in an international context. IHRM is the methods of selecting, allocating, and utilizing human resources effectively in an international context. MURDOCH is distinguished as a leading Australian and Worldwide famous university. To be successful, the university focuses on attracting, retaining and patronizing those educators who are dedicated to best quality student experiences and outcomes. The University has introduced recognizing and rewarding current educational staff members for exceptional assistance in learning, training and research. The university follow a strong international human resource management strategy for managing its international stuff. This report focuses on IHRM practices in and the IHRM issues face by MURDOCH University. This report focus on following issues: How MURDOCH manage its international workforce IHRM policies and practices of MURDOCH . Recruitment and selection, training, performance management and remuneration process of MURDOCH INTRODUCTION Resource Management (HRM) is process of recruiting, managing, and providing direction to the personnel who work in an organization Human Resource Management is an important organizational activity that focuses on issues regarding personnel such as hiring, compensation, organization development, performance management, wellness, safety, benefits, employee motivation, training, administration, and communication. Human Resource Management is called a comprehensive and strategic approach to managing workforce and environment of the workplace. Efficient HRM enables workforce to perform effectively and efficiently to increase the production and achieve the organizational goal. One of the important parts of HRM is International HRM. IHRM is the methods of selecting, allocating, and utilizing human resources effectively in an international context. IHRM refers asset of activities that enables organizations to manage workforces at international level to ensure goal achievement organizational objectives and IHRM includes performing HRM activities such as such as hiring, compensation, organization development, performance management, wellness, safety, benefits, employee motivation, training, administration, and communication at an international context. The process of IHRM would be very simple if the multinational corporations simply trade its products, operating only a few offices in foreign countries. Bit in present world, organizations spread their activities and operations in a large number of countries. Thus IHRM is an important point for organizations. IHRM is very complex for many organizations. They have to build integration among HR practices and policies of its subsidiary firms in different territory in order to achieve overall organizational objectives. On the other hand, these organizations also ensure significant level of flexibility in their IHRM strategy because employees from different countries are backed by different cultures and social values. Flexibility has a significant influence on the performance of the employees (Richman et al. May 2008). Because of the forces of internationalization and the demand of the organizations to develop and implement a strong international strategy, International Human Resource Management (IHRM) is becoming a prerequisite to success of the organization. IHRM managers often face difficulties to decide whether an organization should develop its human resource policies and practices on the local context (Lloyd & Hrtel 2004). In developing an effective HRM system it is important to focus on alignment with performance management system in the organization. For example, criteria used for performance management is to be the same as those used for staffing, recruitment and training. This conveys a strong message about what is expected by the organization from the employees (Pulakos 2004). For the survival in this competitive marketplace, it is necessary to develop a capable and efficient workforce. Even if there is a probability of shutdown in the international market, Companies continue to expect growth of its activities. But Companies cannot find required number of qualified international candidates. It has been a complex issue to determine how companies achieve their goals for staff development, control and coordination, knowledge transfer, by taking effective staffing policies and. There are two broad contrasts in international staffing options. The first is an ethnocentric practices and policy. These policies may based on the view that the first choice for international or parent country positions are the parent country nationals. The second choice may be either region-based or geocentric policy that ensures the most suitable employee for the position is selected irrespective of their origin country. Emphasizing on the movement to overseas locations from parent company location is