International Negotiation under IHRM

1. Final Project for Peer Evaluations by Sandar Myint
International Human Resource Management by Case
This project under international negotiation that it provides an analysis and
evaluation of the current and prospective importance of valuable resource to
multinational firms, cultural differences and negotiation, impact move to Shanghai. All
critically evaluate approach to strategic international and comparative human resource
management and development such as cross-cultural training. Recommendations
discussed include international HR policy, reducing culture shock for third culture kids,
recovering the challenges for the TCKs, and how to use staffing approaches.
The role of International Human Resource Management is vital because of
people lead for all improvement of the world. More companies are acting on it as a key
of their main skill and cause of competitive gain to compete profitably in a global
market. In firms, the internationalisation and mobilisation of human resources focused
on speeding globalisation and quick internationalisation of companies.
In this case, Liam, a Regional Vice President of an SME Technology Firm, was
transferred to Shanghai, China for two-year contract from Singapore. The organization
gave the relocation package no less as part of a “local-plus” arrangement and the
company had no action on his if he did not wish to go there as they won’t to lose him
and he was their most senior Asia executive. His wife Emma MacDougall, a part-time
consulting for major corporations as well as adjunct teaching at John Campbell
College Singapore, had been a difficult one to move to China.
Today there are many reasons families live abroad mainly because of increasing
migrationand globalization. The role of International Human Resource Management is
vital because of people lead for all improvement of the world. More companies are
acting on it as a key of their main skill and cause of competitive gain to compete
profitably in a global market. Moreover, multinational firms have difficult to get valuable
resources to link their international staffing policies to their international human
resource management strategies.

2. Final Project for Peer Evaluations by Sandar Myint
Figure: Difference sources of employee
International recruitment considers that from what countries select home, host or third.
Consequently, IHRM managers are faced the two challenging that the initial cost is
the first challenging aspect such as airfare, living expenses and transportation in the
host country and expense incurred is the second aspect with bringing expatriates in to
the international operation is the training involved with laws, rules, culture, languages
and expectations in the new country. Above the mention of this aspects, financial
investment on expatriates for companies is a critical.
Different cultural backgrounds, this fact that they can overcome their cultural
shock due to well prepared as they have had the experience of setting into an
unfamiliar environment. In my opinion on cultural diversity, it includes not only
sociocultural level aspect of human being but also gender, generation, age, education
level. It is recommended that the companies could create a set of cross-cultural
training programs focus on multi levels of expatriates. About new IHR policies and
practices, the company communicates to the employees to share the information, they
should do top-down communication to gain firm’s strategic goals. The training can
provide expatriates feel better. In third culture kids, the children can face the
challenges being the ones to be left behind by friends and having to adjust to this new
environment and new friendships, different school systems can be difficult to adapt to
as today, international schools are on the rise representing many different curricula
from various cultures. But they have good communication skills that they have met
from different cultural backgrounds. This fact that they can overcome their cultural
shock due to well prepared as they have had the experience of setting into an
unfamiliar environment. These all can cover their difficult conditions and feelings they
may be grow up with strong physical and mind. For international staffing policy: there

3. Final Project for Peer Evaluations by Sandar Myint
are four approaches: ethnocentric, polycentric, geocentric, Regio centric that may
sometimes shift to other approaches based on organization’s needs with
recommendations on how and when to use them. Mention of the above all areas
should negotiate with company IHR.