Question

International Human Resource Management (IHRM) class

Chapter 15 examines the role of the IHRM department, including the increasing professionalization of IHRM (including issues such as the codification of the “body of knowledge” of IHR, the development of IHR competencies and certification, the increase in training and experience in IHR, and the inclusion of IHR in career development plans of HR managers)

How can HR managers develop the high level of competency in IHRM needed to meet the challenges they will face?

Answer 1

HR Managers can develop the high level of competency in IHRM needed to meet challenges they face by studying the best practices in each market their organisation is doing business with and aligning it with their organisational goals and objectives. It is important that IHRM makes the organisational strategies and resources competitive. Knowledge of the HR practices in different global markets worldwide is important to practice IHRM with employees from different global regions who may have worked with other organisations that are leaders in their respective fields. IHRM needs to devise strategies that are beneficial for organisation and its employees. Training and orientation for employees who are given expatriate assignment will support them and encourage for better performance. Inclusive environment needs to be created so that the employees located in different countries are aware of organisational policy changes and practices. Developing feedback sharing and communication channels with such employees is essential for forming future strategies and rules. HR managers have an important role in providing the compensation benefits to employees and with global competitiveness so that the legal framework and regulations of different areas is included in their policies and procedures. Giving opportunities to expatriates and other employees abroad to share their experiences and provide suggestions to HR managers can help them in learning the differences and gaps in the organisation policies in comparison to the global counterparts and their impact on the teams.