International Human Resource Management International Projects

Question: Discuss about the International Human Resource Management for International Projects. Answer: Introduction HRM stands for Human Resource Management and human resource management can be defined as a process of managing the people. The process of managing the people in a structured form of an organization or a company to make them perform well is the main task of the human resource management. The process of managing the people consists of various steps like hiring the suitable candidate for the company, setting of pay and perks with those selected candidates. On the other side, International Human Resource Management or IHRM is the procedure of managing the people in an international business (DeMilta, 2011). International human resource management is different from the normal human resource management to some extent. IHRM is very important to the multinational companies for achieving the competitive advantage in the international market. The main differences between the HRM and IHRM are as under: IHRM is done in the international level but HRM is national level activity IHRM helps to manage the people, who are from different countries but work under same organization. On the other side, HRM helps to manage the people, who are from the same country. IHRM can manage wide range of people but HRM can manage limited number of people. IHRM is more complicated than HRM. In reality HRM and IHRM (International Human Resource Management) are different from each other. HRM works on a domestic scale or level, but on the other hand IHRM works internationally i.e. across the boundary. It is the duty of the human resource management to fulfil all the objectives of the company, by focusing on the development of the employees of that company so a good relation can be maintained between the employees and the higher management of the company. Recruitment and Selection Process is a task performed by the management of the human resource of the company in which it recruits employees for the company by attaining various selection processes. Recruitment and selection process is very important part of the business activities of an organization because with the help of this particular HR practice, the companies get the eligible candidates or employees (Anbari, Khilkhanova, Romanova, Umpleby 2003). The recruitment and selection process of the companies differs from country to country and sometimes company to company. Recruitment and selection process of a company includes a systematic procedure. The selection process helps the management to select an appropriate employee for their company, and who suits their company in all perspectives. It is a process of attracting an individual with required qualification and in a suitable numbers towards their company (Croteau, 2016). It helps in creating an interest among those selected emp loyees so that they can work for the company with full potential. Cultural difference also plays an important role in the selection process of the employees for an organization or a company. Each and every individual has a large impact of cultural difference being faced by them in an organization or the company. Cultural difference is responsible for creating a difference among the groups of employees. IHRM (International Human Resource Management) recruits various employees on the basis of its parental country, the host country and the country nationals, but the domestic HRM recruits the employees from its parental country only. It separates the people belonging to one culture from the people belonging to another culture. There are many advantages to an organization, if the employees of that organization belong to different cultures. With the diversity of the cultural behavior of the employees an organization can easily communicate with the people of different countries having different cultures. The company or an organization can promote their bu siness worldwide with the help of the employees related to different cultures. An organization consisting of a large number of employees, which provides the company a diversity in its cultural behavior also helps the company in creating different-different ideas for the development of the business of the company and a wide range of perspectives which helps the company in improving its performance from time to time according to the requirement of their customers(Anbari, Khilkhanova, Romanova, Umpleby, 2003). Recruitment and selection is one of the main HR activities (DeMilta, 2011). However, the recruitment and selection process can be different in different countries. For example, if the recruitment and selection process in India and Australia are compared then the difference can be found out very easily. In case of India and many other developing countries the companies at first arrange for written or online examination, then they select the candidates as per the results in the examination and take their interview and select the candidate for the particular post. However, in case of the companies in Australia, the companies first select the candidates based on the Curriculum Vitae and then they arrange for the examination procedure and then based on the examination result, they select the candidate. Therefore, from this example, it can be clearly understood that the recruitment and selection process is different in two different countries that are India and Australia. Staff Induction Process is also an important part of an organization. Moreover it is very important procedure of Human Resource practice. Staff induction process of a company mainly deals with describing the activities of the company to the new employees or new joined candidate (Anbari, Khilkhanova, Romanova, Umpleby 2003). During the staff induction process the companies use to make the new people accustomed with the internal culture of the company along with the rules and regulations. In order to carry out the staff induction process is the responsibility of the management of the company. In the staff induction process the new employees selected for the company are provided with the information needed by them for their start-up in the company through various process which are being carried by the management of the company or we can say in the human resource management of the company. In this process, the management provides each and every type of important information to the emplo yees required by them to carry out their work easily in the company(Robertson, 2010). This type of information helps the employees in improving their performance to accomplish their assignment assigned to them by the management of the company. The main motive of the staff induction is to focus upon the policies related to safety, security and other corporate policies, etc. in this process when something new is introduced in the company for the modification purpose, then training is often provided to all the employees, so that they can easily work with the newly introduced system in the new environment for the betterment of the company. New employees selected by the management of the company are unaware about the environment and the working procedures of the company. Therefore, with the help of the staff induction process, they became familiar to the companys environment and the process according to which various tasks are being performed in that company(HR Pulse News Desk, 2012). HRM working is totally different from the working of IHRM (International Human Resource Management) in the induction process. IHRM has to manage various complexities related to the employees, who belong to different countries and culture. On the other hand, domestic HRM has not to face these types of difficulties. The staff induction process provides various benefits to the newly selected employees because with the help of this process, they feel welcomed into the company, while making them comfortable in the workplace. This process creates a feeling among the employees that they have made the right decision for joining their company or an organization. By introducing the employees of the company to the management of the company and to the other staff will help them in completing their task more efficiently and more effectively. Cultural difference has a vital role in the induction process. Depending upon the cultural differences sometimes the management of the company provides diffe rent-different duties to employees. Therefore, providing different duties to the employees according to their culture is responsible for making different groups of employees within the company. Communication automatically starts decreasing when various groups are built within the company due to cultural difference. Due to these cultural differences in the position of an employee is decided by the management of the company. Fundamental rights and the authorization power of an employee also vary according to the culture he/ she belongs to. Australian companies nowadays are employing the people those who are having a wide range of knowledge about the culture across the world. This type of knowledge of the employees helps the company to communicate with other countries having different culture. With the increase in the communication factor these companies have a large scope to carry their business worldwide easily. Most of the companies working in Australia are also focusing on the specific needs of the culture of the employees working in their company or an organization(Equal Opportunity Commission of South Australia, 2015). If the management of the company or the staff of the company will not behave fairly with the people related to different cultures, then this type of act by the management or the staffs of that company is unlawful with respect to the equal opportunity law. The difference between the staff induction process of two companies in two countries can be better understood with the help of the example of the staff induction process in two companies one from Australia and the other from India. The main difference is in the duration of the induction process. In case of the Australian company like, Woolworths, the staff induction process continues for three months. In these three months, three different phases are followed. However, in the Indian company like, Century Ply, the staff induction process continues one month. This indicates that the staff induction process is different in different countries. Specially, in developing and developed countries the process is completely different. In case of the staff induction process in Australia, the induction process includes detailed description of the administrative procedure of the company along with the job description and other organizational activities of the company (DeMilta, 2011). However, in case of the Indian companies, the induction process is shorter and does not include detailed description of the each activity and administrative procedure of the company. Conclusion According to this study we can say that, there are a large number of impacts influencing various tasks of the companies due to cultural difference among the employees of the company. There are various differences among the HRM and IHRM. IRHM has to deal with various operations while addressing a border range. IRHM has to perform various operations related to taxes, exchange of foreign currencies, etc. but domestic HRM has not perform operations like this. According to the study the cultural differences provides various advantages as well as disadvantages to the company. As a disadvantage, the employees of the company cant work effectively if they feel any difference between the rights provided to them as compared to other employees by the management depending upon the cultural factors. And if the employee of the company will not perform efficiently then this will lead to decrease the business of the company across the globe. As a part of advantage, if the company has employees relate d to different cultures will help the company to carry out their business across the world. The employees related to different cultures have the knowledge about different languages being used in different countries will indirectly help the company to communicate with those countries through those employees (DeMilta, 2011). IRHM has a greater involvement in the personal life of employees as compared to HRM. Depending upon the external factors IRHM has to deal more as compared to HRM. IHRM has to deal with the difficulties faced by the employees from different nations, but HRM has to face only with the issues related to single nation. A company or an organization should provide equal rights to all the employees placed on a same designation without considering about their cultures, so that they can communicate with each other, share different-different ideas for the development of the company. All this can help the human resource management in an individuals development as well as the development of the company. References Anbari, F., Khilkhanova, K., Romanova, M., Umpleby, S. (2003). Cross cultural differences and their implications for managing international projects. Cross cultural differences and their implications for managing international projects. Retrieved from https://www.gwu.edu/~umpleby/recent_papers/2003_cross_cultural_differences_managin_international_projects_anbari_khilkhanova_romanova_umpleby.htm Croteau, P. (2016, January 02). Organizational culture and the influence on recruiting. Organizational culture and the influence on recruiting. Retrieved from https://www.legacybowes.com/authors/entry/organizational-culture-and-the-influence-on-recruiting.html DeMilta, H. (2011, May 16). The Australian Work Culture. The Australian Work Culture. Retrieved from https://www.australiablog.com/culture/the-australian-work-culture.html Equal Opportunity Commission of South Australia. (2015). Cultural differences in the workplace. Cultural differences in the workplace. Retrieved from https://www.eoc.sa.gov.au/eo-you/workers/work/cultural-differences-workplace HR Pulse News Desk. (2012, December 03). Why is induction so important. Why is induction so important. Retrieved from https://www.hrpulse.co.za/first-months2/induction/229077-why-is-induction-so-important Reiche, B. S., Lee, Y., Quintanilla, J. (2009). Culture perspectives on comparative HRM. IESE Business School , Department of Managing People in Organizations . Retrieved from https://blog.iese.edu/reiche/files/2010/08/Cultural-perspectives-on-Comparative-HRM.pdf Robertson, J. (2010, May 06). The importance of staff induction. The importance of staff induction. Retrieved from https://www.steptwo.com.au/papers/cmb_induction/ Shachaf, P. (2008). Culturaldiversityandinformationandcommunicationtechnologyimpactsonglobalvirtualteams:anexploratorystudy. IndianaUniversity. Retrieved from Culturaldiversityandinformationand