Human resource management in international business

Employers rely on IHRM to deal with global HR challenges. So what is IHRM?

IHRM refers to the human resource management concepts and techniques employers use to manage the HR challenges of their international operations, including acquiring, training, appraising and compensating employees, and attending to their labour relations, health and safety, and fairness concerns (Dessler, 2020).

IHRM and domestic HRM share similar core functions, including recruitment, selection, employee learning and development, diversity and equality, and remuneration.

IHRM examines the way in which international organisations manage their HR across different national contexts.

IHRM explores how MNEs manage the demands of ensuring that the organisation has an international coherence and cost-effective approach to the way it manages its people in all the countries it covers, while at the same time ensuring that it’s responsive to the differences in assumptions and in what works from one location to another.

(Brewster et al., 2011, p. 14)

Your task

Reflect on the previous two steps and examine the similarities and differences between HRM and IHRM.

References

_{Brewster C., Sparrow, P., Vernon, G., & Houldsworth, E. (2011). International human resource management. CIPD.}

_{Dessler, G. (2020). Human resource management (16th ed.). Pearson Education Limited.}

_{Scullion, H. (1995). International human resource management. In J. Srorey (Ed.), Human resource management: A critical text. Routledge.}