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Write a report on international human resource management.

Selection Criteria and Expatriate Failure

According to Boxall in 1992 international human resource management involves the management of workers who are working in foreign countries. This trend involves international firms. This are firms which are located in more than one country (Baum, 2016). This firms may include Coca-Cola Company, the ford motors and Unilever. These are examples of global companies that are located in more than one country. However, the human resource should find a balance of managing their employees despite them being from different countries and different cultural backgrounds. The human resource manager has several obligations which mainly include, Recruitment and choice, Training and advancement, Human asset arranging, Assessing execution of workers, Payment and reward frameworks, Initiatives to adjust representative improvements to corporate methodologies (Bolman, and Deal, 2017).

One of the principal objectives of Human Resource Management (HRM) is to build the execution of associations. Nonetheless, few investigations have unequivocally tended to the multidimensional character of execution and connected HR practices to different result measurements (Bratton, and Gold 2017).  This investigation thusly adds to the writing by relating HR practices to three result measurements: money related, hierarchical and worker (HR) results. Moreover, we will break down how HR rehearses impact these result measurements, concentrating on the interceding job of occupation fulfilment (Brewster, Chung, and Sparrow, 2016). 

The patterns of formation of new business are basic to comprehend for human asset administration in light of the exercises, approaches, and practices of any association engaged with getting, creating, using, assessing, keeping up, and holding the suitable number and expertise blend of representatives (Brewster, and Hegewisch,2017). In this way, the examination has looked to give a comprehension on the issues and choices associated with the attributes incorporated into a wide division of business and utilized populace by significant occupation, level of instruction, and occupation by part of work, work by industry, status in business and so forth.

 In addition, the ebb and flow look into has investigated the changing example of work advertise in various perspectives for both male and female specialists. To accomplish the points of the examination, information from the Labor Force Survey (LFS) led by the Bangladesh Bureau of Statistics (BBS) amid the time of 1999 to 2010 have been utilized. The investigation demonstrated that the rate of development in jobless populace was higher than the utilized populace which may make an additional weight in labour showcase. Additionally, it is likewise discovered that intense ability lack is another specific concern which is influencing work to advertise (Brewster, Houldsworth, Sparrow, and Vernon, 2016). The fundamental reason past not just the instruction levels of the workforce are low, yet the training and professional preparing are not kept up towards the market's needs. Subsequently, making gainful work openings will be basic for supported monetary development and additionally to accomplish ideal profitability and viability.

The expanding pattern of globalization has turned into a noteworthy worry of numerous organizations that prompted the developing interest of human asset re-appropriating and filling the hole of lack in human capital. Therefore, the same number of organizations work comprehensively, it requires the procuring of remote labourers from various nations with various starting points and social foundation along these lines provoking the administrators to address the issues on social contrasts and also the worries on how supervisors viably convey their choices that evenhandedly benefits the specialists and the association. As organizations grow from neighbourhood to global activities, directors will have the capacity to increase understanding of the significance of social assorted variety in the workforce particularly in the human asset administration that generally manage the representatives.

Trends of Formation of New Business

 Adler (2008) characterized diverse administration as the general population's conduct in associations worldwide that reflects how individuals or representatives with various social foundations work in an association and the administration they will stretch out to the customer base. There is an earnest worry to deal with the representatives with various social introductions as a vital element of accomplishing an effective association. As needs are, overseeing diverse workforce is critical that, organizations from various parts of the globe should contemplate in light of the fact that it is a known reality that social clashes may emerge for the disappointment of organizations to address the numerous issues that adds to such clash. Besides, the collaboration between various nations is similarly critical particularly in building up compromise at whatever point clashes emerge (Brewster, Mayrhofer, and Morley, 2016). 

Overseeing Cultural Difference Adler (1997) stressed the significance of perceiving the distinctions in culture in the association whether locally or globally and consider it as an open door as opposed to a test. To accomplish viable methods for overseeing assorted variety is to react rapidly in distinguishing social contrast and not enable this distinction to cause issues. Cascio (1998) bolstered the thought by communicating the worry on the chiefs need to regard the distinctions at work and esteem the commitment of representatives in decreasing such contrast. In like manner, Adler recognized the techniques in overseeing social distinction as pursues: overlook social contrast; limit social distinction; and, oversee social distinction. Overlooking distinction fits with the parochial sort of association where directors and representatives mull over decent variety as unimportant, not helpful and rather give more accentuation on the conviction that their methods for doing are the most ideal way. Henceforth, they don't have faith in the thought regarding powerful administration of decent variety. (Chelladurai, and Kerwin, 2017). An essential part of overseeing social assorted variety is the administration's full help of the action. The organizations can prevail at assorted variety if the activity to make and deal with the differing workforce has the full help from the best administration. ( Gatewood, Feild, and Barrick,2015). 

With this, five different advances must be viewed as which are as per the following: perform an authoritative review for consistency. This should think about control and checking of activities and choices performed by the human asset office in respect to procuring and maintenance, assessment and advancement, preparing and improvement, pay and reward framework and others. Evaluate the states of the assorted workforce. The best administration should set inclination on evaluating whether the different workforce feels good and fulfilled in the work environment that enables them to remain and appreciate the work, as this will upgrade their prosperity, energize inspiration and fulfilment, and increment their promise to the activity and the association. Set the gauges unmistakably and convey viable. Top's administration bolster is crucial particularly in the part of setting execution benchmarks that ought to be founded on basic abilities that are required for each activity. This ought to be created with clearness and objectivity, conveyed adequately using target criteria. Ensure criticism consistently. Criticism is indispensable to the association's assurance of acceptable or inadmissible execution. Henceforth, representatives ought to be given an introduction and preparing on the best way to give and get sufficient criticisms. This has something for example, in the recognizable proof of alluring and bothersome practices that the association may consider energize (attractive conduct) and change unwanted conduct identified with the assorted workforce. Set possesses decent variety methodology. While benchmarking is a perfect procedure the can be utilized by numerous associations as a result of the capacity to duplicate accepted procedures, this won't remain constant in overseeing social assorted variety. The methodology that is fitting ought to rather think about the productivity of the HR, hierarchical quality, and the authoritative culture where directors ought to comprehend the significance of adjusting first the claims culture and after that, execute an assorted variety technique dependent on the adjusted culture (Marchington, Wilkinson, Donnelly, and Kynighou,2016).

Culturally Diverse Management and its Importance

It is by and large accepted that global organizations will, to some degree, at any rate, adjust their practices to have nation situations. In any case, late work recommends that this procedure of adjustment is yet more mind-boggling and uneven. It is our conflict that backup approach on work relations isn't just the result of adjustment from and to home and hosts institutional situations, however, is in actuality moulded by the numerous power relations that portray global organization auxiliaries. This three-nation examination between Argentina, Canada, and Mexico demonstrates that a strategy of solid commitment with exchange associations requires the nearness of performing artists that can assemble control assets. It is when both administration and specialists have control assets that backups will probably build up an approach of solid commitment with exchange associations (Wilton, 2016). 

Compensation is essential in every organization. It is a great motivational tool for most employees. Global organizations have to find a balance between their compensation techniques to maintain business and keep their employees properly motivated. There are several strategies that the organization can apply these strategies include, budget allocation whereby the firm has decided on what budget it has allocated on salaries and other benefits like health. The firm should conduct a proper analysis of the budget it intends to spend on the compensation of its employees depending on its income.

A company should also develop a salary range. This is when a human resource team is chosen to investigate the range by which certain jobs are paid within that specific industry. Companies often do benchmark to know the range at which to pay their employees in regard to other companies and how they are paying their own employees. Organizations also conduct salary audits which involve knowing how competitive those jobs are and how rare it is to find individuals qualified in that particular area .it also involves knowing what the external market is usually demanding in regard to those particular jobs.

Some companies have a strategy which involves a benefits package. A benefits package usually comes after the salary. It is usually treated as an addition to the salary which is being paid monthly. Many organization know that the difference between a qualified employee who are undecided on whether to accept a job opportunity might be the benefits package that accompanies the salary. Am aware of employees who have stayed or were unable to quite a particular job due to the benefits that accompanied that particular job (Jackson, Schuler, and Jiang, 2014).  Firms also have use performance management services to determine the amount of pay to award a particular worker. These performance indicators are used to determine how many employees to give a pay rise depending on the amount of productivity this technique goes very handle in many firms since it helps allocate the right salaries and compensation accordingly.

A good compensation strategy should one that is in compliance with the legal requirements which is free from biases which mainly occur during employee recruitment and the administration should be structured in a way that there is a body that deals with compensation in the case on anything someone can be held responsible. A good compensation strategy is a key pillar towards employee motivation (Kramar, 2014).

A human resource manager is expected to have a great deal of ethics in his or her managerial style. This is because many organization are successful due to the fact that they hire the right employees for the right kind of work. This being the case the human resource manager which in most cases is responsible for the hiring part of many organizations should be very ethical. Internal human resource management must operate in a great environment full of ethical practices to achieve success (Paillé, Chen, Boiral, and Jin,2014).

The human resource should put in some strategies in regard to ethics. These involve professional responsibility, development, ethical leadership and finally fairness and regards to professional responsibility human resource managers must comply with the labour laws of that particular country and be able to impact the employees positively towards the attainment of the organization's goals .they are as result required to demonstrate a high level of professional responsibility (Tyson, 2014). Professional development integrates the improvement of one's qualifications for a particular field. Human resource managers should be able to improve their expertise through higher learning or perhaps through experience. This helps them became better managers of people and hence they are able to impact the employees positively (Purce, 2014).

Human resource managers should also exhibit ethical leadership. This means that they should always make the right decision since they are in charge of managing people in an organization hence making the wrong decision can have dire effects on the whole organization. They should also be fair and just. This implies that if a certain mistake is punishable by being fired they should not be biased and fire one employee while another remains on the job .to create an effective working environment the human resource department should always be just and fair in administering judgments (Reiche, et al 2016). 

When companies send their employees overseas or abroad this is due to several reasons, this might be to reward them, to get rid of them or perhaps to transfer knowledge to the other workers. Most global organizations mainly focus on knowledge creation and development of global leadership. When companies are assigning employees to overseas branches they don’t usually assume that because the employee has succeeded at home they are likely to succeed abroad. They usually assign these jobs to individuals who can also cope with different cultures or at much are willing to try to cope because they need and want the change (Storey, 2014). 

Most employees who are sent to other countries by their companies or organizations rarely come back to their countries. This because to most of them returning to their motherland is usually a non-issue. Instead, they are able to teach others due to their cultural diversity instead of going home and sitting on their experience that was achieved through the various assignments that they undertook in foreign countries.

International human resource managers should be able to maintain and natural diversity. In an international environment, there is bound to be cultural diversity due to the fact that people come from different backgrounds and hence reason differently. An international human resource manager should be able to maintain diversity as its key to achieving the organization's goals (Banfield, Kay, and Royles,2018). People often tend to have different ideas especially depending on where each people originates or come from. In a local setting, employees will often have ideas which are almost is key for a human resource manager to maintain diversity as this will help the employee to identify themselves with that particular company (Albrecht, Bakker, Gruman, Macey, and Saks, 2015).


Many international companies will often send experts in different countries where they have their branches. This will be because they want to transfer knowledge, this can be also to promote diversity. The internal human resource managers will, however, need to consider factors like cultural diversity and the interest of the employees before sending them. Proper compensation is also key in the motivation of these employees being sent abroad. The sending of experts to various countries will, however, bring about diversity and improve globalization.


Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.

Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.

Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.

Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.

Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.

Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource management. Springer.

Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.

Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.

Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Tyson, S., 2014. Essentials of human resource management. Routledge.

Wilton, N., 2016. An introduction to human resource management. Sage.

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