International Human Resource Management

International Human Resource Management

Introduction

Globalization in today's world generates a necessity of the firms that are engaged internationally in order to operate their business more efficiently and effectively so as to gain competitive advantages. Internationally engaged organizations have turned to be an essential contributor in optimizing effective operations of the organization. These effective operations of the business are known as international human resource management functions (Mayhew, 2013). The function of international human resource management motivates and develops employees to create knowledge, innovation and skills that are necessary for the organizations in order to compete with foreign organizations. Because of the great significance of international human resource management in business operations, many studies and research work has been conducted on the field of human resource management. Many studies have been conducted on an increasingly globalised environment for executing business operations. On the subject of international human resource management, there has been an amplified focus by many researchers (Mayhew, 2013). The research work reveals that when business organizations compete in an international situation or circumstances, effective and efficient international human resource management become to the foremost contributor to the efficiency and effectiveness of the business operations as well as it becomes a vital component for the survival of the organization. However, the challenge for international and globalized companies is to acquire the approach for applying human resource management from the organization's headquarters and concurrently to adjust these approaches locally (Mayhew, 2013). Thus, all the multinational corporations must design such human resource systems that balance the necessities of both global integration as well as local responsiveness. This balance between global integration and local responsiveness provides efficient performance of the organizations. Therefore, several multinational corporations have determined to provide significant autonomy to their subordinates for creating their human resource systems for the reasons of strategies. The productivity of any organization can be adversely affected by feeble and inept human resource system. Thus, multinational companies must set up effective system of international human resource in order to improve the performance of the firm (Mayhew, 2013).

Overview of the Business/Human Resource Situation

The case study is about socometal which is a metal container and can company. It is a multinational corporation, this plant is a joint venture wherein 52 percent is owned by the French parent company and 48 percent is Senegalese. Over the least 20 years, socometal has grown in size from 150 to 800 employees and it has returns of about $144 million. The company is often held up as a model in terms of its Africanization of its management policies, whereby most managers are now West Africans with only 8 to 10 top managers coming from France (Bradley, 2013).

The situation and the strategy of human resource department in order to enhance the productivity of the company was to offer increment in the wages of working for 2 hours at overtime to such employees who produce 30 percent more than their daily production. The issue of culture and racial diversity was occurring in ...