International human resource management Essay

In actuality, organizations operating in the public sector also need considerable changes in their HRM. Similarly to organizations operating in the public sector, corporations also need to meet new challenges and demands of the contemporary business environment. In this respect, the process of globalization plays probably the most significant role along with technological changes that take place in the contemporary business and society. In fact, globalization affects consistently the development of modern corporations because it opens wider opportunities for the international market expansion and it stimulates free trade between countries. As a result, fiscal barriers between countries disappear and business develops internationally.
Corporations attempt to benefit from globalization and expand their markets internationally. However, this is exactly, where the major problems and challenges arise because the development of business internationally raises the problem of the adaptation of HRM to international requirements. In this regard, specialists (Chitakomkijsil, 2009) place emphasis on the fact that the development of international HRM (IHRM) is essential for the successful business development of contemporary corporations. In fact, specialists suggest corporation to focus on several strategic directions in the development of their IHR executives and IHRM:
– To develop a network to help top management to understand complex organizational structure.
– To develop capacities for information processing about HR problems throughout the world, for decision making in IHRM to adapt with new global requirements.
– To develop competence of the senior IHR staff so that they are able to be contribute partners in the strategic management of the global business.
– To assure IHR involvement as an integral partner in formulating the international strategy for the company. (Chitakomkijsil, 2009).
At the same time, the work at the level of top executives is not enough for the improvement of HRM and organizational performance. In fact, human resource managers should develop their professional skills and abilities. At this point, specialists (Chitakomkijsil, 2009) argue that IHRM will be crucial for managers to have experience in the IHR department. IHRM will corporate with the management of the business at managerial, strategic, and operational levels; IHR managers need to have more experience in team work themselves and more training in how to make teams work effectively together; IHR managers need to develop internal counseling abilities (Chitakomkijsil, 2009).
Furthermore, corporations should take into consideration the fact that globalization contributed to the development of business internationally but the latter raises the problem of the adaptation of the organizational culture and HRM to cultural specificities of each country and region, where corporations operate. In fact, each country and region has its own specific culture and, therefore, management style. Therefore, corporations have to adapt their HRM to cultural environment, in which they operate. Otherwise, their performance can hardly be successful.
In such a context, specialists insist that IHR departments need more closely linked with actual management of the business, through development of IHR culture, values, policies, vision, programs, processes, as well as practices that support the strategy and vision of the firm (Chitakomkijsil, 2009). Obviously, the success of IHRM in the future will depend on the ability of firms to develop IHR executives with broad international perspectives, global strong technical skills, and experience (Chitakomkijsil, 2009). The development of IHRM will define consistently the development of corporations because willingly or not they will have to expand their business internationally to maintain the competition and to maintain their share of the market.