The paper "International Human Resource Management Processes " is a good example of management coursework. Human Resource Management is the practice of dealing with all the issues and things that directly affect the workers working for a specific organization. International human resource management, on the other hand, is such dealings when performed in an international corporation (Dowling, Festing & Engle, 2008). Human resource management deals with allocation of duties to workers, training workers, recruitment of new workers, rewarding workers, performance appraisal, looking into workers welfare and retrenchment of workers. International human resource management enables avoid cultural risks, avoid regional disparities, reduce the risk of international human resource, and manage diversities in human capital. In international human resource management, the human manager deals with three types of workers: home country employees who belong to the home country of the firm, host country employees who belong to the country in which the subsidiary firm is located.
The third is country employees who are those that are from neither the host country nor the home country but work in either the subsidiary firm or the headquarters.
An international firm has many facts that it faces (Aswathappa & Dash, 2008). It faces different political organizations in the different countries they have firms running. The company has to ensure that they run smoothly with all the governments they have firms running in (Perkins & Shortland, 2006). They face different religious backgrounds and beliefs. The company has to ensure that they are in line with the beliefs and participate in supporting the religion in that country (Gannon, Roper & Doherty, 2010). This helps market their products and gain favour from the locals hence making more sales of their products. The manager should also exhibit a set of qualities that will make him be fit for the position.
He should have a piece of vast knowledge in the field of worldwide business (Perkins & Shortland, 2006). He should have studied international business and understands well all the operations surrounding it. He should be able to adjust and adapt to different cultures quickly and easily (Aswathappa & Dash, 2008). This is because he will be travelling in different countries and interacting with workers from different countries and cultures.
He should show equality in dealing with different workers from different cultures and countries (Dowling, Festing & Engle, 2008). The manager should also try to use cross-cultural skills daily. This should enable him to harness and show a big level of cultural synergy (Sengupta & Bhattacharya, 2007). He should also be in a position to work with many different types of people without a problem. This shows that he should be an open-minded person who is free to mingle with the different people he encounters (Tayeb, 2005). Many issues exist in society today that enables international human resources management to be a success (Sengupta & Bhattacharya, 2007).
There has been a rise in global competition, which makes local companies look for new areas to lounge their business to fit in society. There has been a rise in mergers, acquisitions and alliances, which makes it possible to merge firms that are in different countries hence international human resource management (Perkins & Shortland, 2006). Advancements in technology have also facilitated adequate monitoring of the different firms from a single point.
There is also a quick passage of information from one firm to the other in case there is a need for quick referencing (Aswathappa & Dash, 2008). Organizations also make reforms and reconstruct how they operate hence coming up with branches in other countries.