International Human Resource Management (Essay Sample)

MODULE: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
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International Human Resource Management
Introduction
International Human Resource Management (IHRM) is a multifaceted element that involves a global outlook on dealing with management issues regarding human resources at the global level. The idea is to ensure that the organisation has a competitive advantage in the domestic and international setting. At the functional level, IHRM is similar to human resource management functions of recruiting workers, selecting, managing the performance, compensating workers, training them, establishing proper structures, managing professions, and ensuring a healthy working environment. Strategically, IHRM is a crucial element of an organisation's business strategy. The critical thing is that issues that arise in the process are part of modern organisation strategies, policies, and practices that ensure organisations thrive in a globalised world. Globalisation means that companies have to work with companies from remote areas that offer similar products that will reach consumers. Accordingly, the organisation must create the right setting and provide the resources to ensure global human resources management. This module aims to advance the understanding of core ideas, concepts, and debates in IHRM, as discussed in the module. The paper will focus on our recruitment and selection for global staffing and sustainability issues that affect modern business.
Recruitment and Selection for Global Staffing
IHRM activities start with the selection of the right candidates for the positions. Accordingly, recruitment has to happen, and it involves searching for the right candidates for the job position, evaluating, and making decisions about who will get employment. The IHRM professional helps the organisation decide which position needs filling and who the right staff members are. In filling the position, there are levels of management that illustrate IHRM working (Thoo and Kalianan, 2018, p.4097). For example, a multinational will employ a manager at the national level but have a local manager who will control the operations within the market. The company has to decide which staff members represent its global outlook in such recruitment processes. Parent-nation citizens are essential since they create an image of inclusivity and help the organisation enter the market. They also offer advantages such as understanding the various cultural elements of the market the organisation enters into and serves consumers (Gomes, n.d.). The host country manager will play a central role in ensuring the inclusivity of the right staff in the nation. Another option is to have third-nation citizens who understand the specific nation, culture, and working conditions and helps the organisations create a new presence.
The models adopted by multinationals in international staffing apply to the philosophies learned in the module. The first philosophy that applies to IHRM is the ethnocentric staffing model that considers the parent-nation as the most sufficient for higher-level positions (Feng, 2016). The rationale for applying this model is to solve the issue of the employment of staff from the host nation. These individuals have the skills and knowledge to help multinationals thrive in the globalised economy. The polycentric staffing approach is the next model that allows effective recruitment in the IHRM field. In the approach, there is a focus on the heterogeneity between different areas in the field, hence