List the challenges of an international business
An international business experience challenges, including culture and attitude, technology and skills, values of behaviour, and knowledge and information. On culture, different countries incorporate different cultures, which is a challenge that the HRD professional experience in global business (Purgal-Popiela, 2015). The HR professional experience challenge in technology as the world continues to experience new and very high technologies, which are the first pace replacing the old ones. Consequently, the training techniques and technologies need to be updated to fit the new culture.
Shen, Chanda, D'netto & Monga (2009) assert that HR professionals need to encourage employees to embrace professional development to fit in the changing global environment. Employers who express genuine interest in helping employees develop their skills create values of loyalty, which translates into a happy and productive workforce. Companies willing to venture in international business should create regulation programs that coincide with the prevalent country’s culture to avoid lawsuits. Regardless of the culture, organisations should ensure that employs enjoy a safe and hygienic working environment.
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Illustrate how inter-country differences affect HR management
Inter-country differences affect HR Management because the management and the people, who manage the company based on varied aspects, including ability and personality. Resultantly, Noe, Hollenbeck, Gerhart & Wright (2017) suggest that the companies require adopting the different areas of the organization and the different environments to meet the needs of the firm. For instance, culture remains a powerful aspect of an organisation going international. The HRM needs to understand that an international business experience differences in economics, cultures, legislation and the environment based on both direct and indirect influence from employees, managers, and owners alike. The influences remain critical as it affects the practices of the human resources, which are mainly training and development, selection, recruitment, reward and performance management.
For instance, workplace regulations differ from country to country based on Nike case study where the company experience problems from critics, who saw Nike as exploiting towards the Cambodians. To reduce the cost of production, maintain its profits and compete effectively, Nike outsourced its factory in Cambodia. The cost of production reduced at the same quality because Cambodians usually works for long hours for low pay. In as much as economic factors, including labor cost and working hours are concerned they differ from country to country (Shen, Chanda, D'netto & Monga, 2009). Aspects that define a dangerous work environment for an American might be considered a safe work environment for a Cambodian?
Describe ways to improve international assignments through effective HR practices
Effective HR practices can improve international assignment by selecting the right personnel. Equally, Cascio (2015) suggests that measuring an employee’s performance from a distance and repatriating the person at the end of the assignment also helps improve international businesses. International assignment remains the most costly and the hardest aspect of the Human resource management practice, which requires proper preparation from both the expat and their families.
Describe how to staff, train, and manage international Employees
Training new employees using a native cross-cultural trainer from the country that the employee will be working in create effective negotiation process Future international employees should learn little of the language used by the people in the country of employment. Employees should be trained to slow down to accommodate the different cultures of the people involved in a country (Barrow, 2016). For instance, Canadians and Americans live and work fast-paced lives while other countries have less defined work schedules. Creating a flexible schedule communicates to the negotiating partners that long-term relationships are better than concentrating on closing deals. Employees should be trained on culture shocks based on its stages, including the initial optimism, frustrations, and gradual improvement and mood, which eventually create some aspects of satisfaction (Purgal-Popiela, 2015).
References
Barrow, C. (2016). The 30 Day MBA in International Business : Your Fast Track Guide to Business Success (Vol. Second edition). London: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=1135102&site=ehost-live
Cascio, W. F. (2015). Managing human resources . McGraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage . New York, NY: McGraw-Hill Education.
Purgal-Popiela, J. (2015). Managing international assignments in Polish companies operating in foreign markets -analysis of preliminary empirical results. Journal for East European Management Studies , 20 (1), 102–118. https://doi.org/10.5771/0949-6181-2015-1-102
Shen, J., Chanda, A., D'netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management , 20 (2), 235-251.
