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International Human Resource Management

In: Business and Management

Submitted By sany1
Words 4261
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Introduction
International human resources management (IHRM) may be defined as the total knowledge, skills, innovative abilities, and aptitudes of an organization's workforce, as well as the attitudes, values, and beliefs of the individuals involved in the affairs of the organization. It is the heart and soul of business’s or organization’s success. According to Think+Up, “Human resource management is a business function focusing on the staffing needs and responsibilities of a company. Because employees are often the largest business asset in a company, companies may spend copious amounts of time and effort evaluating their human resource management systems”.
In today’s organizations, to guarantee their viability and ability to contribute, IHRM managers need to think of themselves as strategic partners. In this role, the IHRM person contributes to the development of and the accomplishment of the organization’s business plan and objectives. The IHRM business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical IHRM representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts IHRM services such as the design of work positions hiring, reward, recognition and strategic pay, performance development, appraisal systems, career and succession planning, and employee development (Heathfield, n.d.).
The globalization of human resource management has increased, to some extent, the traditional scope of IHRM. Today, IHRM professionals do not only manage people from their home country national (HCN), but are involved in managing sister companies with different nationalities such parent country national (PCN), and third country national (TCN). One would tend to think that human resource management in one country would be much...

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