ASSIGNMENT  

 

 

 

 

 

 

 

 

 

 

International Management and HRM 

 

 

International Management and HRM 

 

Introduction 

Significance of the Strategic HRM practice 

More companies have adopted strategic HRM practices than are still using traditional HRM practices. Recruitment methods are more sophisticated and comprehensive. Scientific selection methods such as psychometric test, competency based interviews and assessment centres have now been more widely adopted. Training is provided to employees to address change of product, advanced technology, and organizational change, Hr department also uses information technology to deliver their services. Human resource management also enables adaptation to the organizational culture and adjust to changes accordingly. This can be done if the Human Resource professionals work both with management and employees. Human resources management can amend this and become a bridge in establishing what the management wants from employees. Human resource strategic management is a continual process. It is a continuous development process. HRM strategic management requires that the management be prepared always do deal with any situation that comes up (Beaman, 2002, 234). 

 

HRM issues and its Significance 

The management should also be prepared for any tasks and operations and lead the rest of the team towards continued success. Management should be equipped with the right skills in planning, leading, organizing and establishing operating standards. This is because the management is the one who will eventually be focused in developing the organization instead of operations and technical aspects, a higher understanding of this responsibility is essential, and this also plays a significant part once competition is put into the whole picture. Companies frequently fail because of a number of reasons, and mismanagement can be one of these reasons (Francis Et al, 2011, 12). 

Operations may at times get out of control if personal agendas and politics are placed in the organization, also in growing companies, this should be monitored and prevented. Developing not only management but also its employees is significant for the human resource department. This helps to keep up with the competition. Employees should be given of reasons, to stay with the company, and do their jobs exemplary well. They have to earn their stay in the company. Their continuous growth, the right compensation and benefits, and work-life balance are just some of the things that motivate employees to perform better, producing better results for customers and ultimately, the company. This is normally ensured by the human resource department (Briscoe, 2004, 233). 

 

Background 

HRM practice 

In the significant period of global competition, a large number of organizations have developed a lot by improving their business' models, raising growth, and corporate reorganization. Traditional industrial framework has changed in to globally expanded companies, intellectual corporations, knowledge based system of finances, modified ideas about the social contract of employers and workers, increased pool of talented and competent workforces, demands HRM (human resource management) functions to relocate and realign itself (Dowling, 2004, 246). 

Managerial work has changed a lot in past years. These changes have an alarming effect on the responsibilities of the human resource manager. Appearance of human resource management as a worldwide remedy for business strategy integration and management of people has shown private ...