The paper “ Global Leadership Development and International Human Resources Management Practices” is a forceful example of the essay on human resources. Leadership is the backbone of every organization with the drive to succeed. Many kinds of literature provide different models of leadership with the major considerations being the current development and environment. However, the performance of an individual especially in Human Resource Management is based on adaptability and competence can heighten the motivation, morale, and performance of the employee. An adequate understanding of the leadership roles in IHRM can be supportive in achieving goals and objectives within the working environment.
Various organizations have explored the effect of leadership in connection to HRM and how it can influence the performance of the organization. The roles and responsibilities of Human Resource personnel can be described as the expected strategies that will be deployed in job incumbents (Dennis et al, 2012, 24). Relationship in the organization is also an important leadership element that is determined by roles and performance within an organization. For example, some of the tasks can be managed individually while others need to be carried out collectively with members of the organization.
Concerning the nature of the task, roles and responsibilities will be identified and the exact people that will need to interact to complete the task. Therefore, roles, responsibility, and relationships are some of the most important instruments in International human resource management practices. This report gives a comprehensive analysis of the IHRM practices and how it is carried out, providing an explanation of some of the leading developments that influence the department. Recruitment and Retention in IHRMThe current perception in the recruitment process has realized that the activity is becoming more difficult.
However, the process has not failed but calls for the development and promotion of incentives. There is also a need to reduce the duration for creating job opportunities and safeguarding the hired contractual obligation. Other findings have realized the staff shortage.
Dennis B., Randall S., Ibraiz T., 2012. International Human Resource Management: Policies and Practices for Multinational Enterprises. Taylor & Francis, New York
Chris R. and Malcolm W., 2013,. Globalizing International Human Resource Management. Routledge. England