Human Resource Management in International Essay

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In addition, personal or family issues amongst many employees have also been observed as one of the concerns of relocations, which eventually impact employee performance and productivity. Lack of training has also come under observation as one of the major contributing factors to expatriate failures (Harris, Brewster & Sparrow, 2003).

Another challenge that the studies has brought to the forefront with respect to international business is the technological advancements and innovations. Human resource management on international platform needs to be updated with the modern technological innovations in order to sustain competitive edge over others. This is due to the reason that information technology always streamlines the processes and facilitates the employees in being updated with the latest technological instruments (Cooke, 2003).

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Apart from these widespread issues that human resource management encounters, two more intense-level issues have also emerged as an outcome of growth of international business: deployment of international talent and knowledge dissemination. The growth of international business also complicates the tasks of human resource management where they have to identify skilled and competent workforce with the capabilities to effectively function in a global environment. This is essential as adaptability to the foreign surroundings is imperative in order to have maximum output. In addition, the growth of international business also poses the challenge of distributing state-of -- the art knowledge and practices that eventually reflect the original practices of the parent company (Wasbeek, 2004).


Taking into account the challenges encountered by the human resource management as an outcome of growth in international business, special steps (in terms of development of policies and procedures) for the process of recruitment, training and compensation need to be taken in order to deal with these challenges in a better manner. A range of practices and strategies would enable the human resource management to overcome such issues.

TOPIC: Essay on Human Resource Management in International Assignment

One of the practices that the enterprises can implement is to develop an international HR philosophy that particularly focuses and illustrates the corporate values. This international ideology would reflect the broad outline of what is acceptable practice of human resource management for employees of the organization.

As discussed, deployment is one of the issues confronted by human resource management for international assignment, thus, it is recommended for the HR managers to consider specific key traits that include cultural sensitivity, interpersonal skills, flexibility, and so on when considering the employee for relocation or hiring for an international assignment. These attributes are imperative, as it indicates the fact that the employee possessing these qualities would adapt to the new culture and would productively perform its duties.

Addition to compensation and benefits are the primary reason observed amongst employees for relocation to an international assignment. In this regard, the human resource management should be comprehensively briefed about their compensation benefits that they would be entitled to according to the norms and rules of the host country. This would avoid confusions and would lead to enhanced productivity.

Cultural shock is another grave issue identified in the earlier sections, as one of the significant barriers for the human resource management in international business. In order to eliminate this issue, the human resource management should have a cultural orientation program for the expatriates that can assist them with their relocation issues. Additionally, the human resource management should also provide support and assistance to the expats in their housing, automobile, children education related matters. Cross-cultural training is also a practice that can be developed, as it would make the employees cognizant of the living and working conditions of the new environment. Cross-cultural training can adopt various methodologies that include cultural briefings, field experiences and so forth.

It is also recommended to the human resource management that they should not only focus on providing the cultural orientation to the employees, rather, they should also draw attention towards technical and language training, which should be provided to the employees on international assignment. Since the employees are new to the surrounding on international assignment, hence, the human resource management should also inform the expats about the labor laws and rules of the international country to which they are deployed or hired.

The fact has already been revealed that the growth in international business has given rise to competition; therefore, it is recommended that the human resource management should employ a diverse workforce. Diversity is conducive to attracting and sustaining strong clientele. Therefore, it is advisable to recruit employees from diverse background in order to have competitive workforce in an international market, as they are more productive because they are more open in understanding other cultures and have language skills.


To put the entire thesis into a nutshell, it can be well stated that the growth in international in the recent times have revolutionized the workplace in a way that one could ever imagine. This new era of international business community has created a mammoth impact on the field of human resource management.

Since the functions of human resource management is based on the organizational culture of the parent country, thus international expansion impacts the entire field of HRM. This is usually due to the differences that exist within the culture, politics, economy and socio-economic factors that differ from country to country. Due to these critical and fundamental aspects, the human resource management confronts various other challenges that include knowledge dissemination and recruitment. Furthermore, the organization's strategy developed for international human resource management influences the major functions of it such as recruitment, training, compensation, and labor relations.

However, human resource management can resolve these issues. The cultural shock can be eliminated by the company upon conducting cultural orientation program and training session for the employed deployed at the new international/host location. Additionally, providing support to employees over other issues such as compensation and benefits, labor laws would also prove to be an effective strategy. Diverse workforce is also a measure that needs to be catered by the human resource management in order to have successful and competitive international business expansions.


Briscoe, D., Schuler, R., & Tarique, I. (2012). International Human Resource Management, 4E. 4th Edition. USA: CRC Press.

Briscoe, D.R., & Schuler, R.S. (2004). International Human Resource Management: Policies and Practices for the Global Enterprise. 2nd Edition. USA: Routledge.

Cooke, W.N. (2003). Multinational Companies and Global Human Resource Strategies. USA: Greenwood Publishing Group.

Daly, J.L. (2011). Human Resource Management in the Public Sector: Policies and Practices. USA: M.E. Sharpe.

Harris, H., Brewster, C., & Sparrow, P.R. (2003). International Human Resource Management. UK: CIPD Publishing.

Punnett, B.J. (2012). International Perspectives on Organizational Behavior and Human Resource Management. 3rd Edition. USA: M.E. Sharpe.

Sims, R.R. (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities (PB). USA: IAP.

Wasbeek, D.J. (2004). Human Resource Management Practices in Selected… [END OF PREVIEW] . . . READ MORE

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APA Style

Human Resource Management in International.  (2013, June 28).  Retrieved August 1, 2021, from

MLA Format

"Human Resource Management in International."  28 June 2013.  Web.  1 August 2021. <>.

Chicago Style

"Human Resource Management in International."  June 28, 2013.  Accessed August 1, 2021.