International Human Resource Management and Solution

Question: Discuss about the International Human Resource Management and Solution. Answer: Identification and Critical Discussion of Issues The case study which is provided for the discussion is considered to the best case for explaining the IHRM. The case study is successful in revealing various aspects related to HR issues. Being a consultant for IHRM, it is essential to analyze such specific issues and find out their solution. The international human resource has come up with various problems and issues. To identify these issues, the case study assessed in detail. The first issue which is being observed in the organization is related to the resistance of employees towards changes occurring in the organization on an international basis. The employee generally believes on the mantra that is near enough good enough. They dont want to accept the changes on the organizational level. Lack of communication is also one of the reasons for the hurdle in the organization. The employee generally shows their worst behavior in managing the basic issues related to the organization as well. The mode of communication of the organization is horizontal and vertical as well. The team is also not getting adequate messages for managing their operations (Pearson Education, 2013). The second issue is related to the diversity management. In this airline organization, the code of conduct of employees is not appropriate as per the organization. There is no stable impact on the process of discussion with reference to the employees. In the organization, the staff is quite intolerant. The senior employees dont want to work with the junior employees. The method of treating staff is also not well organized. Apart from this, the disable people are also not treated in a proper manner. The Human Resource Department is not clear and doesnt follow a precise practice related to the organization. The employees are always in a state of confusion while taking proper decisions. To manage all these aspects, it is essential to look forward for definite approach as well. The third issue is related to the performance management. Due to the issue of performance management, reviews are not collected in a proper direction. The appraisal and reward system cant be managed without seeking the help of the suitable performance system. The employees of the organization are bearing a lot of pressure while pursuing specific tasks in the organization. Other than this, the format and implementation strategy related to the performance management is not properly developed in the airline segment (Bansal, 2015) The fourth issue is related to the training and development. The training and development session is important for every organization to define and manage. The level of training and development is not as per the industry standards. The suitable aspects related to the training and development requires to be identified at an initial level. The areas of expatriate are also not planned properly. There is a lack in the training and development procedure which will not be able to provide feedback as per requirement. In fact, the enhancement in quality of the employees performance can only be solved by the proper training and mentoring session. By observing these issues, it was assessed that it is important to solve these issues for the betterment of the company. Without solving these issues, the actual aspects related to the organization cannot be fulfilled (Haston, 2011) Apart from this there are various common issues, which are related to the international management and procedures. The issues related to the international performance management, issues related to the training and mentoring on an international level and exchange of ideas and views are also measured for the continuous procedure. Dealing of Human Resource Management The Human resource management is identified as one of the aspect, which helps in defining the actual process. The international HRM also plays an important role for the completion of the whole process. In fact, various issues related to the HRM can also be solved with the help of international HRM process. Some of the specific tasks are identified on the Human resource level, which may assist in solving the issues as well. The major steps related to the human resource management are considered as the selection, performance appraisal, compensation, practice management and international organizational relations. To manage all these activities and to generate results as per the requirement, the implementation phase should also be proper and appropriate. As this report is identified on an international level, so it is essential to put forward the steps related to the international management. The IHRM focuses on the centralized approach on the wide landscape. This approach will help in s olving the case easily. The centralized approach changes the overall structure connected to the organization as well. The international and globally active programs should be identified at an individual level. These programs are mainly related to the training and mentoring. The session for the training and mentoring is identified at an initial phase. According to the planning and requirement of the organization, suitable set of training and mentoring program will be identified. The concept linked to the international marketing and management of the procedure as per the international expansion are identified as some of the features, which are manageable for the international market expansion (Joana S. P. Story, 2013) Team building efforts and activities are identified as one of the practice which is useful for the international expansion. In the case study, it is clearly highlighted that Airlines is facing various issues and problems related to the international expansion. As the consultant on an international level, I personally take care of different aspects as well. The team building workshops, management of the diversity team and identification of culturally different caliber are identified as different activities which helps in achieving the long lasting goals. By reorganization and procedure, the human resource members can get success in delivering the best output related to these aspects easily. In the team building activity, performance and management of the team can be identified. Other than this, the processing across the borders can also be recognized on a wide level. Fostering the global collaboration is also considered as one of the most promising developmental aspect through which the growth and development can be defined at an international level. As the consultant for the organization, it is identified as one of the basic responsibility to improve global collaboration with a rapid speed. The role of the human resource team is changing with a fast speed. In the past days, the role of collaboration team was recruiting the person, providing them specific training and mentoring and generating the new aspects related to Human resource. But, nowadays, the cost cutting, introduction of new ventures and management of new perspectives are added as the additional features for the improvement of the organization. In reference to the organization, the planning and other perspectives are identified which may also help in providing suitable assistance (Shanine, et al., 2011). The cultural diversity is also identified as one of the feature by which the variations can be identified on a big scale. It is not possible to manage the coordination with culturally different people, if the strategic approaches and tools are not identified properly at an initial level. For managing all these perspectives, the cultural aspects can be mentioned in a wide form. The cultural diversity mainly identifies when the people are working with different people with different identity, different working culture and with different approaches. Similarly, in the case study, airlines are expanding their subsidiaries in another country, for which they actually need a specific identity and assistance. To coordinate with different people and culture is considered as a tough task to be managed. It is essential to handle a definite system or processing, so that the target can be achieved in a correct direction (Gopalkrishnan, 2012). The compliance with the international laws and rules is identified as one of the task, which can be managed with reference to the organization. The case study shows that due to diversity and cultural aspects linked to the organization, various issues are being identified. The expansion of business also brings different set of rules and regulations which every country prefers. For managing these rules, it is essential to identify a definite approach on an international level. For an example, the airline wants to expand its subsidiaries on the European level, and the rules for Europe are totally different. Similarly, if the expansion can be identified at an Australian level, then the rules are different and modified. So, to manage and cope-up with these aspects, the specific procedure is accepted on the wide level. The international expansion is considered as one of the most specific process for the management (Kapoor, 2016). The generation of awareness and identification of an absolute boundary related to the organization is essential to be managed on the wide level. The expansion and elaboration of the boundaries by defining the international HRM is considered as one of the major priorities in relation to any organization. As identified in the case study that there are cultural as well as differences related to the diversity, so to fill these gaps and differences, the human resource team has to make efforts in a proper direction. Apart from this, it is also essential to look forward for the definite approaches associated to the international processing. Plan for eradication issues Eradicating common issues occurring in the organization is not an easy task. There are various plans which are defined for eradication. For managing the aspects related to the eradication, suitable steps are planned and identified. To plan eradication issues, specific strategy is prepared in the right direction. The strategic plans which are identified for managing the issues related to the international HRM are defined in the paragraph below (Szlavicz Berber, 2014). The framework and strategic approach for implementing a stable plan should be identified on the wide level. It is essential to look forward for a specific approach in the manageable form. To provide the expansion on an international level, strategic approach should be quite simple and well-focused. The well-equipped tools and services are also mentioned on the definite level, which will help in generating the proper result. Apart from this, the hiring of managers and higher escalation on the organizational level should also be high and specific. This will aid in providing assistance in the growth process and will benefit for the international expansion (Festing, 1997). Recommendation and Implementation For managing business on the international level and to identify issues related to international aspects, it is essential to define some of the common recommendations on a definite level. The set of recommendations is defined below. There is the transparent glass ceiling between the trading concept on the local as well as on the international level. To break the glass ceiling between these two aspects, it is essential to come up with the suitable trading aspects. The human resource practices should also be planned in an approachable manner (Quelch Bloom, 1999). The separation of global database before hiring is considered as one of the feature, which may help in providing assistance while recruiting and hiring suitable candidates. The recruitment and training program is considered as one of the aspect due to which organization suffers a lot. The clarification in this process will help in strengthening the international aspects. It is essential to find out the leadership capital and strength on a wide level. Without leadership capital, it is not possible to make it suitable for the processing and further identity. On an international level, the leadership is considered as one of the aspect by which the issues related to the international problems can be solved on a wide level. The management and identification of the issues are considered on the highest priority (Caligiuri, 1999). For removing issues, regular recruitment is essential. This regular recruitment will help in providing assistance for changing the current scenario associated with the organization. The international organizations are seeking various changes on the daily basis. To solve these issues, identification of the current scenario and ideas related to the dealing are essential to be identified. The internal hiring is also recommended for the international expansion. The internal recruitment assists in improving results generation in reference to the organization. The organizational as well as changes related to the staff can be well understood by the internal staff in a well-focused manner. In fact, the internal staff can able to solve these issues in a well-defined manner (Thoo Kaliannan, 2013). Apart from these recommendations for solving the IHRM, there are various aspects too which helps in defining the best possible ways to represent the activities on a wide level. To solve the basic issues related to the IHRM, continuous strategies will be planned. After identifying recommendations, the phase of implementation is also considered at the broad level. To introduce the concept of implementation, it is essential to regulate strategic reviews on the specific level. For performing an implementation, the best aspect is the selection of strategy for introducing the process of implementation. Different phases will be identified for more improvements and process (Beeck Hondeghem, 2017). For providing satisfactory aspects, the reviews are also generated at a definite level. The implementation may also be introduced by taking help from the staff members. Conclusion The IHRM is considered as the most specific method through which the international expansion of the business can become possible. The international HRM is identified as the most specific method through which promotional aspects related to the organization can be composed. There are various issues and problems that are mentioned on an international level. To solve them and make the aspects easier for the improvement, the strategy is planned. It can be concluded that for international expansion, there are various perspectives which can be considered. The plans and approaches are also identified at a definite level as well. The international recruitment and identification of suitable candidates is also considered as one of the major priority, which can be identified by performing definite aspects related to the organization. According to the recommendations, it is essential to look forward various developmental aspects on the organizational level. The management related to the diversity and cultural values should be planned in a definite manner. The performance management and identification of the suitable process is essential to be managed at a definite level. If the performance management on an international level can be improved, then it will be helpful in providing specific output as per the requirement. There are different aspects and perspectives mentioned above in a definite form. To manage these aspects and perspectives, the consultant is hired. This consultant is recognized as one of the basic sources for providing the basic growth aspects. The management of the diversity and identification of suitable aspects is considered as the most developed sources for an improvement. References Bansal, P., 2015. Human resource problems in the organization- Explaining case studies. ASIAN JOURNAL OF MANAGEMENT RESEARCH , 6(2). Beeck, S. Hondeghem, A., 2017. 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