2. Meet The group
Lim Huay Then
Nur Balqis Nabila Binti
Mohd Bakeri
Nik Muhammad
Firdaus Bin Mohd Rosli
KB221120051
RDK2200854 KB210413810
3. 4 ARTICLE
Human Resource Management Challenges of International
Business and their possible solutions by Mariia Glazyrina.
Challenge of International Human Resource Management BY
Raksha Yadav
Facing complexity, crisis and risk: Opportunities and challenges in
international HRM Elaine Farndale, Sven Horak, Jean Phillips,
Maria Beamond
International Journal of Human Resource Management (IJHRM)
Special Issue on: International human resource management in
contexts of high uncertainties byGeoffrey Wooda , Fang Lee
Cookeb, Mehmet Demirbaga and Caleb Kwong
4. In this current era, businesses are
increasingly expanding their operations
internationally, and this has led to a rise in
the importance of effective international
human resources management. This means
the management need to find the challenge
that their will faced in the future.
The topic of IHRM challenges fills a crucial
gap in the study by shedding light on the
complexities and intricacies involved in
managing human resources at the
international level.
Why the topic is timely:
Filling the Gap in the
Study:
5. To explore the main human resource management challenges that are faced by
international businesses.
To determine the possible solutions that can be used to address challenges faced in
International Human Resource Management.
To provide key factor regarding implementation of HR practices and improved
organizational performance.
To understand the importance of human resources management and studying the
challenges face by international human resources management (IHRM).
To examine more closely of the implementations of international human resource
management (IHRM) practices in the contexts of high uncertainties.
Research Objective
6. What are the main challenges that are faced by HR managers of Multinational
organisations?
What approaches can be used by HR managers of multinational companies to address
the challenges that they encounter?
What are the key challenges organizations encounter in managing a diverse,
multinational workforce?
How does globalization impact talent acquisition and retention strategies in
international companies?
What are the best practices for adapting HR policies and practices to different
cultural and legal environments?
Research Question
7. Theories
Alam and Rasheduzzaman (2018) indicate that cross-cultural differences
remain to be a key challenge in IHRM.
Mockaitis et al. (2018) indicate that continuous development of global teams
has continued to challenge existing IHRM systems in various aspects.
Farndale et al. (2017) indicate there continues to be double pressure for 6
establishing complex HR techniques.
The ‘Michigan model’ (Fombrun, Tichy, & Devanna, 1984) argues that strategic
HRM is about the alignment between a firm’s strategy, structure and HRM
system internally, but that this alignment is affected by external cultural,
economic and political forces.
By understanding the nuances of contextual differences in firms’ operating
environments, HRM professionals may be able to provide greater support than
simply implementing ‘best practices’ (Farndale & Paauwe, 2018; Horak & Yang,
2017).
8. The ‘Harvard model’ (Beer, Spector, Lawrence, Mills, & Walton, 1984) recognizes
that the HRM system in any firm has as its antecedents the influence of key
stakeholder interests (including individuals both inside and outside the firm)
and situational factors (i.e., workforce characteristics, business strategy,
management philosophy, technology, labor markets, unions, societal values and
legislation).
Businesses will face the challenges of coping in such contexts, with
unpredictability in demand, and in supplier relations, in adding greater time
pressure to the decision-making process, and in terms of work and employment
relations (Pearson and Clair, 1998).
Theories
9. Methodology
01 02
03
The study uses systematic
literature review to the
present study and give more
details on the search strategy,
inclusion and exclusion
criteria and critical appraisal.
This study is in the form of descriptive
research. The study uses data from
secondary sources. Different books, journal
and relevant websites have been consulted in
order to make the study effective one.
The study utilizes a qualitative research
approach, drawing from a combination
of primary and secondary data sources.
The primary data is gathered through
interviews and discussions with experts
in the field of international business,
HRM, and global talent management.
10. Finding
A total of 54 articles were
identified, but only 18 articles met
the inclusion criteria and were
therefore used in the systematic
review.
The study identifies several challenges faced by
organizations in managing their human resources
at an international level. These challenges include
adapting to different cultures and values,
managing unsolicited employees, dealing with
workforce diversity, language barriers, different
labor laws, political climates, technological
advancements, and talent identification and
development.
The study finds various functions of human
resources management, including employee
well-being, reward management, performance
management, employee relations, learning
and development, and resourcing.
The study finds impact of the
global financial crisis and
recession on HRM practices in
multinational companies.
11. Career Growth
and Development:
The results unveiled that
employees that worked in
international contexts felt
that their skills and
competencies were not
effectively utilised or did not
match the prevailing
technological trends thus
making career growth and
development one of the
critical challenges in IHRM.
Discussion
Cultural
Differences:
Employee Recruitment
and Selection:
It was unveiled by the results
that human resource managers
in international contexts faced
challenges in managing cultural
differences among employees.
Founded on the outcomes,
cultural distinctions emanated
from differences in employees'
nationality, ethnicity and
religion.
Irrespective of the recruitment
and selection approaches that
were applied in Multinational
organisations, it was evident that
global HR executives faced diverse
constraints in the recruitment
procedure such as high
advertisement costs, biased
recruitment procedures and
ineffective communication amid
recruiters and applicants.
12. Discussion
Legal Risk:
Business Ethics
and Values:
It was clear from the
results that IHRM
continued to face legal
challenges, mainly due to
the fact that different
nations have diverse
policies that govern such
aspects as tax and
employee remuneration.
The research outcomes showed
that the establishment of business
ethics and values that would direct
employees in multinational
corporations was a major
challenge in IHRM. In particular,
the establishment of subsidiary
firms necessitated the
establishment of new ethical
guidelines that would govern the
conduct of workers in new
jurisdictions.
The current trend towards
more nationalistic policies
in many countries has
resulted in the restriction
of immigration making it
harder for firms to recruit
top international talent.
Increasing animosity
against foreigners is also
apparent, resulting in
highly-skilled workers not
feeling welcome in many
host countries.
13. It was identified in the research that the usage of
Human Resource Analytics (HRA) aided in reducing
advertisement costs during the recruitment and
selection of employees. It was however recognised
that HRA was an emerging concept and that was
needed for further research on its suitability in
addressing IHRM challenge of employee recruitment
and selection.
Writer suggestion
14. Critique the
article
For article Human Resource Management Challenges
of International Business and their possible solutions
by Mariia Glazyrina must provide more detail about
finding and discussion. The finding and discussion in
this article are good but need to put more information
to let viewer easily to read.
For article Challenge of International Human Resource Management by Raksha Yadav,
the research objective and methodology already have in the study but need to include
theories for other sources.
For article Facing complexity, crisis and risk:
Opportunities and challenges in international HRM
Elaine Farndale, Sven Horak, Jean Phillips, Maria
Beamond, need to provide research objective,
methodology and finding.
