Issues Affecting International Human Resource Management

These trends are increasing due to mergers and acquisitions (Graebner et al. The talent and management systems differ from one country to another. This poses a challenge to the human resource management as it should deploy a flexible system that can accommodate the differences in terms of training methods, education systems, and expected career paths. An organization that goes international in its operations has to consider the different factors that affect the human resources in the respective countries. Failure to come up with a working system could lead to conflict between managers in different countries. International human resource management does not entail the simple principles of recruitment, promotion, and compensation of employees. Rather, it requires managers to have adequate cultural skills with psychological prowess and maneuvers.

The managers need to have a global outlook necessary for the survival and growth of organizations. The management has to address the issues of traditions, culture, religions, and values of employees in order to produce productive and cohesive workforces. The human resource strategy should include selection, training, compensation, and other human resource policies and practices. This means that companies that expand their businesses to Turkey have to consider the cultural characteristics of the Turkish community in setting the human resource policies. The culture of the Turkish community holds family ties highly while the people see the employer as the father. This culture is important in analyzing the possibility of strikes and labor movements. Understanding this culture is important in setting human resource strategies and policies more independently without the influence of unions.

Additionally, these characteristics make a favorable labor market due to its high population and low wages and salaries. Uncertainty avoidance offers a provision for ambiguity in terms of stability and security. On the other hand, masculinity-femininity refers to the extent that employees express masculine or feminine behavior. Masculine behavior refers to traits such as independence and dominance while femininity refers to feminine behaviors like inter-dependence empathy. A culture with high masculinity will have high performance and ambition while a feminine culture characterizes issues like gender equality and improved quality of life among others. On the other hand, the individualism-collectivism refers to the extent people focus on personal need as opposed to those of a group. For the replication to be a success, the human resource managers must plan carefully and learn about the new country before the execution of the plan (Story et al.

Skillful management of knowledge is important in keeping up with the high rate of globalization and trade liberalization. The organizations should collect information before transferring the information to different areas with the company’s network. Knowledge transfer is an important step in knowledge management. This phase allows learning before the execution of the policies. Once the knowledge transfer is successful, the employees should utilize the knowledge to make the company a success. The amount of knowledge being transferred influences the medium used in knowledge sharing. The international human resource management should ensure that employees acquire the required knowledge in the host country before oversea training and sharing of knowledge. Tacit knowledge is transferrable through the transfer of managers and other employees with technical know-how.

On the other hand, explicit knowledge is transferrable through written or electronic methods of communication. However, the employees from China and India lack global or regional accreditations. The multinational corporations need to have strategies for global recruitment that could attract international employees. The talent management activities should have strategies necessary for attracting, hiring, and retaining local talent in different countries. To develop a strong talent management strategy, there is a need to develop high global talent leadership, build a global database, and equip expatriates with necessary tools for increasing global potential. The development of talent management should not stop in any way. It would be a waste of resources to train employees only for them to leave. The employee commitment and loyalty highly depend on compensation and the reward system.

Work-life balance is crucial in employee management and retention (Deery and Jago, 2015). This strategy is important in improving employee attitudes, job satisfaction, and improvement of personal dimensions. Conclusion With globalization and liberalization of free trade, more companies are growing through acquisitions and mergers in other countries. Rizvi, and Asif Hameed. "Theoretical Review of Critical Factors that Impact on Global Human Resource Practices: Case on Multinational Companies in Emerging Economies. " Lecture Notes in Electrical Engineering, 2015, 997-1008. doi:10. Brewster, Chris, Chul Chung, and Paul Sparrow. doi:10. 1108/ijchm-12-2013-0538. Friedman, Barry A. "Globalization Implications for Human Resource Management Roles. " Employee Responsibilities and Rights Journal 19, no. Heimeriks, Quy N. Huy, and Eero Vaara. "The Process of Postmerger Integration: A Review and Agenda for Future Research.