Global competition and the increasing diversity has given rise to the international human resources strategies (Rao, 2008) Three human resources issues constitute the fundamental integrals of international human resources strategies

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2. Introduction
 Global competition and the increasing diversity has
given rise to the international human resources
strategies (Rao, 2008)
 Three human resources issues constitute the
fundamental integrals of international human
resources strategies

3. Three IHR Issues
 Pay and Reward
 Recruitment and Selection
 Training and Development of employees (Welch &
Björkman, 2015)

4. Pay and Reward
 Base pay: The minimum monetary reward that
employee receives as a result of working for a given
organization (Biddle, 2015)
 Other forms of reward include Overtime payment
Commissions and Stock option plan (Armstrong,
Brown, & Reilly, 2010).

5. Importance of Pay and Reward
 Attracting and retaining employees
 Motivating performance
 Effective tool in improving on the satisfaction of the
employees
 Retention at the work place
 Improved performance (Armstrong, 2007)

6. Organizational Example: Google Inc.
 The best company to work for in 2017 for the last six
years (Fortune, 2017)
 Acquired and easily retain over 50,000 employees
globally
 Reward and benefits include
 High salary perks
 Vacation packages
 Maternity benefits
 Tuition reimbursement (Wells, 2017)

7. Recruitment and Selection of
Employees
 Recruitment refers to the process of searching and acquiring a pool of
potential candidates that poses given set of skills, knowledge and
experience as desired by the organization for the purposes of selecting
one or more candidate to fill vacancies on the firm as per the job
description and specifications (Arthur, 2012; Armstrong, 2007).
 Selection refers to the identification of the most qualified candidate
from the recruitment pool by use of interviews, reference checking,
and testing (Dowling, Festing, & Engle, 2008).

8. Importance of Recruitment and
Selection Process
 Ensures that an organization only attracts effective and
qualified workforce (Arthur, 2012)
 Eliminates costs associated with incompetence and
human error
 underpins retention of employees (Dowling, Festing, &
Engle, 2008).
 Enables the company to avoid litigations and claims of
gender, racial, religious or political discrimination
when hiring employees (Welch & Björkman, 2015)

9. Organizational Example: IBM
 The recruitment process consists of three stages:
 Written exam,
 Technical interview, and
 Human resource interview
 Only takes students with average score of 70%(Benson &
Morgan, 2014).

10. Training and Development
 Undertaken to enable employees to learn job-related
practices and behavior that are in line with the goals of
the firm (Bhatia, 2005).
 The process is built on the Reinforcement theory that
asserts that the frequency of behavior is affected by its
consequences (Armstrong, 2007).

11. Why Training and Development
 Aids in the elimination of deficiencies and
incompetence among employees
 Paves the way for organizational growth by enforcing
stability and flexibility
 Facilitates avoidance of accidents and damages
 Improves on the capacity of employee's thereby
building satisfaction and improved performance

12. Organizational Example: Facebook
 At Facebook, all new engineers must undergo a six-week
long boot camp
 Boot camp is mainly characterized with
 Team building
 Mentorship
 Experimentation(Swift, 2017)

13. Conclusion
 The heightened need to maintain competitive
advantage over rivals has forced firms to reconsider the
role of international human resources strategies
 Three of the most important roles of international
human resource include
 Pay and Reward
 Recruitment and Selection
 Training and Development of employees

14. References
 Rao, P. L. (2008). International human resource management: text and cases. New Delhi,
Excel Books.
 Dowling, P., Festing, M., & Engle, A. D. (2008). International human resource
management: managing people in a multinational context. South Melbourne, Vic,
Thomson.
 Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New
York, American Management Association.
 Bhatia, S. K. (2005). Training and development: concepts and practices : emerging
developments, challenges and strategies in HRD. New Delhi, Deep & Deep Publications
 Armstrong, M. (2007). A handbook of employee reward management and practice.
Philadelphia, Kogan Page.
 ARMSTRONG, M., BROWN, D., & REILLY, P. A. (2010). Evidence-based reward
management: creating measurable business impact from your pay and reward practices.
London, Kogan Page.
 Biddle, I 2015, 'THE IMPACT OF REWARDS IN THE WORKPLACE', Busidate, 23, 4, pp.
2-4, Academic Search Premier, EBSCOhost, viewed 19 April 2017.
 Welch, D, & Björkman, I 2015, 'The Place of International Human Resource Management
in International Business', Management International Review (MIR), 55, 3, pp. 303-322,
Business Source Complete, EBSCOhost, viewed 19 April 2017.

15. References
 Fortune (2017). Google. [online] Fortune. Available at:
http://beta.fortune.com/best-companies/google-1 [Accessed 19 Apr.
2017].
 Swift, M. (2017). A look inside Facebook’s ‘Bootcamp’ for new employees |
Toronto Star. [online] thestar.com. Available at:
https://www.thestar.com/business/2012/04/18/a_look_inside_facebooks
_bootcamp_for_new_employees.html [Accessed 19 Apr. 2017].
 Benson, V., & Morgan, S. J. (2014). Cutting-edge technologies and social
media use in higher education.
http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nle
bk&db=nlabk&AN=700737.
 Wells, G. (2017). Tech Firms Dominate the Top-Paying Companies in U.S..
[online] WSJ. Available at: https://www.wsj.com/articles/tech-firms-
dominate-the-top-paying-companies-in-u-s-1461150004 [Accessed 19 Apr.
2017].

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