International Human Resource Management

The opportunities to work abroad are more today than they have ever been in the history of mankind. The big planet Earth has become a small global village and sovereign barriers seem to have disappear. While working in a foreign country, some individuals

“Learn to adjust yourself to the conditions you have to endure, but make a point of trying to alter or correct conditions so that they are most favorable to you quoted by William Fredrick Book.” The United States ways are different from foreign countries. The foreigners would have to familiarize themselves with different procedures. There are many dos and don’ts in the United States. The best ways to adjust in America by familiarizing yourself with the Native Language, educate yourself to prepare for employment, and you would have to adapt to and learn the American culture.

Performance criteria and goals are best established by combining the values and norms of each local environment with the home-office’s performance standards. An individual country profile should be developed and should take into account the foreign subsidiary’s environment. This profile should be used to review any factors that may have an effect on the expatriate employee’s performance. Such factors include language, culture, politics, labor relations, economy, government, control, and communication.

While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the

This has highlighted a crucial issue for international companies to be aware of the cross-cultural implications in the conception, design and implementation of the various market entry strategies for the Chinese markets, especially when considering the Human Resources Management strategies since Corporate Strategy will in turn determine the Human Resource (HR) strategy to be deployed.

The fact of adapting to an unfamiliar country, a strange geography, and people with different customs and schedules is not an effortless process, although, in this article, we'll analyze the keys to a healthy adaptation to strengthen your happiness toward moving abroad.

In an increasingly globalized world economy, the aggravation of global competition, the most important factor of national competitiveness are highly qualified and motivated employees (Storey 2007). Gubman (1996) pointed out the three challenges for the organizations that will never change: first, the major mission of human resources is to gain, develop, retain talent; second, adjust the workforces with the business; lastly, a superlative contributor to the business. Moreover, human resource management is characterized by the fact that the staff seen as an important strategic resource for the organization, which requires investment, modernization, planning, staffing, training, etc. This paper will introduce an overall review of the International Human Resource Management (IHRM) theories and studies. The analyzed concepts and approaches will be applied to the case study about Yarden Mex chain of Mexican Grill Restaurants and its Subsidiaries. The paper will include definitions of Global Talent Management (GTM) and Global Diversity Management (GDM). In addition, the applied theories to the case study will generate suggestions.

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

The rapid pace of Globalization has led to a change in the global economy during the past several decades; it is believe that factors such as trade liberalisation, access to cheaper labour and resources, similarity of consumer demand around the world, and advances in technology and communication has widened the market of consumption, investment as well as production on a global scale. These globalization driven factors created new challenges and global competition for businesses around the world thus as a response many companies decided to expand their operation across national borders in order to be competitive. A company that operates their business in at least one country other than its country is called Multinational

Therefore, it is in the best interest of the firm to provide the employee with the necessary tools to support his or her reintegration. Furthermore, repatriation programs include the opportunity to discuss the employee’s role once he or she returns. Communicating to the employee the multitude of corporate changes that have taken place in regard to policies, titles, projects, teams and general corporate structure while he or she has been away is an important way to be sure the employee is aware of how they will fit back into their domestic corporate environment. It would be easy to see how an employee might feel that because so many changes have taken place that perhaps a suitable position might not exist for him upon return. Keeping the employee abreast of all changes is an important way to alleviate the stress of returning to his or her home country.

In this case “Kelly’s Assignment in Japan”, we have an example of expatriation poorly managed and unprepared. Different cultures, customs seem very important between Japanese and Westerners. Added to this barrier, we also not that there

Finally, from the presentation of the case study it is recommended that when entering a foreign country one should make sure that whoever is sent to act as an expatriate in the host country has a high level of cross-cultural literacy. The person who is given the task should be adequately trained and qualified who has ideally been to the host country destination beforehand. In this case this was arguably not the case and the consultant who was the expatriate consequently had trouble both understanding the culture and dealing effectively with the managing partners reactions and actions. From this presentation it is recommended that anyone

The importance of expatriates being able to interact and communicate with local nationals is emphasized by the contact theory assuming that interpersonal contacts between individuals from different cultures lead to understanding and adjustment. One of the ways that expatriate newcomers become aware of appropriate behaviours in the host country is interacting with host country nationals in a social setting, as local people would be the sources of information and help to understand. The successful expatriates are socially well-integrated. Therefore, expatriates who often communicate and interact with locals will be less surprised and frustrated by differences in non-work circumstances of the host country comparing with expatriates who are socially isolated from the host culture. In the host country, inappropriate behaviours are more likely to result in negative outcomes, leading the expatriate to make the wrong attributions about the culture of the host country and consequently to further withdraw from it. Avoiding interaction with the host country nationals in daily life outside work leads expatriates to ignore local thinking and mentality, which affects their ability to assess work situations and make them develop inaccurate assumptions about the people they are managing. However, others have argued that to bring about adjustment merely interacting with host nationals is not enough, suggesting that adjustment will be facilitated if the expatriates have the cultural empathy

International marketing is the process of planning and executing the conception, pricing, promotion, and distribution of ideas, goods, and services across national boundaries to create exchanges that satisfy individual and organizational objectives. International marketing management is a critical organizational operation that should be integrated with other basic functions such as operations and human resource management. International marketing is generally based on one of three business strategies: differentiation, cost leadership, or focus. Determining the firm’s marketing mix involves making decisions about product, pricing, promotion, and place (distribution). A related basic issue that marketing managers must address is the extent to which the marketing mix will be standardized or customized for different markets. Increased access to communication services promotes economic growth in many ways, some obvious, some subtle. Improved communications make it easier for entrepreneurs to learn about new market opportunities; but they also make markets more efficient, lowering prices and reducing the waste of resources.

they have outlined adjustment in terms of subjective well-being or sad feelings of expatriates concerning their circumstances. What is more, adjustment in terms of socio-cultural characteristics is achieving effectiveness in social exchange with host country nationals. Adjustment is generally “acceptance”, that explains that adjustment refers to psychological discomfort which might be classified as work, general, and interaction adjustment. Work adjustment refers to expatriate comfort with the job; general adjustment refers to expatriate comfort with non-work factors like food, language, transportation, recreation etc.; and interaction adjustment refers to comfort related to interaction of expatriates with host country nationals within and outdoors the work. Cultural adjustment is said to a line activities and work adjustment is said to figure, whereas interaction adjustment is said to each work and non-work environments. Expatriate adjustment is completely associated with job performance and once expatriates properly suits the host country general setting, their job performance are going to be just like such performance within the home country. Additionally, if expatriates develop higher relationships with native staff, this may be useful for expatriates to satisfy the performance expectations of the corporate. What is more, society adjustment is completely associated with expatriate job performance. Some researchers have through empirical observation examined all