International Human Resource Management †Myassignmenthelp.Com

Question: What is the International Human Resource Management? Answer: Introduction Globalization laid down the foundation of the growth of international business which further encompasses the development of business along with its related skills. Thus the growth in the international business eventually brings the equivalent amount of the economic, social as well as industrial development along with the cultural and environmental. In some instances, there has been the existence of some issues in relation to its operations within industries and across the regions (Armstrong Taylor, 2017). The reason behind it is the demands on the employers; implementation of new strategies, the structure as well as processes keep changing most of the times. Depending upon that the change in the workplace makes the individual face many challenges because the sole aim of the organization with which it takes the decision of relocation is the right product, at the right price and right time. Thus while being relocated to United States branch of Toyota from Australia the HR Manager basically faces many challenges from many aspects. And depending upon that the manager will have to take the requisite action to tackle the situation (Armstrong Taylor, 2014). In addition to that when the manager is relocated he becomes the expatriate of US. It is because the expatriate is an individual who is chosen by the company for any kind of international assignments and lives in another country for some reasons temporarily. Thus when the organizations are globalized like Toyota, as per this report there has been an increase in the challenge for the expatriates on international assignments to carry out the strategic tasks as per the job role. Thus this report will encompass the key insights provided the HR Manager who has been relocated from Australia to the US. In that context, it can be said that the human resource department is said to be quite complex with respect to the international business because of the diversity in the workforce (Budhwar Debrah, 2013). The management of the human resources properly is a major determinant of the success of failure of the organization in the international business. Thus any kind of crisis in that matter will eventually threaten the performance as well as the capabilities of the organization. Therefore the report will engross the various implications faced by the HR Manager in his working life after being expatriated in the US. Issues faced by the HR Manager When the manager gets relocated from the Australia branch of Toyota to the United States, the very first thing he or she faces is the workforce diversity. The presence of the workforce diversity is the indication that the people basically differ in many ways depending on their age, gender, social status, religion, personality, ethnicity, culture, and disability. Thus the manager basically faces the issues related to the predominant diversities like the presence of the religion diversity and the gender inequality (Bartram Dowling, 2013). These two are the major as well as common issues that re-seen the in the workplace and with time the HR manager from Australia will meet. Another important issue that will be raised is the cultural diversity because the manager will face the multiculturalism as well as the racial discrimination. Out of these two, the racial discrimination is one of the vital issues in various organizations in the United States (Cavusgil et al., 2014). Basically, the rapid internationalization, as well as the globalization, is the basic part that resulted in the workforce diversity and depending upon that the diverse workforce is such an entity that comprises of the multitude of various understandings, beliefs, values, unique information and the discrete ways to view the world. So the HR Manager, therefore, will face the cross-cultural workforce (Baum, 2016). Apart from that, there are other issues that can be said to be the proper resultant of the diversity such as the employment relations, health and safety and the all other functions related to the human resource management like the handling the labor unions or managing the expatriates. Out of all these contexts, the employment relations, as well as the health and safety, are the important concerns of the global economy in Toyota in the US. Thus as the role of an HR Manager, the issues that can be faced after relocating from Australia to the United States are the global health and safety, international security and terrorism, global employment management relations and lastly the maintenance of the expatriate employees (Ehnert, Harry Zink, 2013). Global Health and Safety: The maintenance of ones health and safety is the most vital part that comes under the laws and regulations of the company. Thus when the HR Manager has been appointed for the international assignment from Australia to the US, at that time these laws and regulations basically vary in between the countries (Pudelko, Reiche Carr, 2015). These laws and regulations are like virtually non-existent in Australia and are quite stringent in the US. In that case, when the expatriates from Australia were coming to the US at that time it is not that common that they will face any kind of health issues because the corporate part of the global economy takes this as a serious part of the human resources role. The expatriates like the manager from Australia will find all the emergency medication facilities ready as when needed in the organization (Gannon, Roper Doherty, 2015). Moreover, the Toyota in the United States provides the evacuation services to its employees which are quite impressive. The reason behind it is the company takes care of its employees very well and understands the need to services during the emergency. So the expatriate who travels the United States can find its health and safety as an issue but the facilities that are provided by the company in the US market attracts the employees. In that context, it is seen that the global firms like Toyota take care of their international employees but if the employee is found to be in any danger in the countries like Ukraine or Syria then it gets difficult to evacuate them which is a major issue. Other than that for the organizations like Toyota in the US, the HR Manager will find quite ease in managing its work (Gannon, Roper Doherty, 2015). Along with that the HR manager also finds many people belonging from many of the cultures in the organizations so the manager needs to cope with the organizations like Global Assistance network or International SOS to deal with any emergency situations. In that context getting adapted to the situation to deal with the entire emergency issues as well as the safety issues (Kramar, 2014). The manager also should get to know all the legal processes that should be carried out while dealing with the employees in international business. So the manager to go thoroughly through the laws and regulations implemented within the Toyota, US so that he or she will be able to manage the situation tactfully. International Security and Terrorism: Basically it is seen that the organizations running in the US run quite independently contributing a lot towards the nations economy as well as the global economy. So the company like Toyota is one of those organizations that are having their operations globally. In that case when the HR manager from Australia is signed for the international assignment at that time the threat to the terrorist action increases which raises the question regarding the security of the employees (Kiessling Harvey, 2014). Since the amount of the employees increase in the global organization like Toyota there has been the increase in the security issues. As working with the organization like Toyota so the manager can become vulnerable to face the issues like the extortion, kidnapping, physical harassment, bombing and many other dreadful activities (Messersmith Wales, 2013). It gets evident from various sources say that in recent of three months time period there has been many cases that show the hundreds of terrorist activities going on which were aimed at many businesses and the business people. The terrorist attacks basically target the company, their facilities, offices or any specific personnel. At that time the manager who shifted from Australia face these security issues and fear to take the family with him to abroad. In accordance to that manager can also face many issues related to the violence in the workplace as a result of many clashes in between the employees (Renwick, Redman Maguire, 2013). The activities like the kidnapping, murder, robberies and car jackings become frequent as a result of these violations. For that reason, the organizations in the US had started the reduction of the firm visibility which is expected to reduce the target terrorist attacks. Global Employment Management Relations: The strength of any organization depends upon its employees and basing upon that the global economy also increases. The employment relations result into the formation of labor unions that can change the shape and situation of the company as well. In some condition, the unions are quite strong and bound to the political parties closely and in some other conditions, there has been the relatively weak union. So the manager can have the possibilities to face such kind of situation after relocating from Australia to the US. So in that condition, the HR manager must go through the policies as well as the company scenario regarding the management relations regarding the employer and employee relationship (Renwick, Redman Maguire, 2013). It will help in attaining the peace in any kind of situation without any issue. More specifically these matters directly hit the employment as well as the provision of benefits to the employees which will result into the ethics of workplace resulting in violence. So the manager must be aware of the conditions going on within Toyota, US. Maintaining the Expatriate Employee: It is the case which comes to the matters of the vital list. It is because maintaining the expatriate employee is the most crucial part of work of an HR Manager. So as the individual has been appointed as the HR Manager so he or she must be known of the basic processes to handle the expatriate employee. More importantly, the manager himself is an expatriate so by knowing the laws, regulations, and policies associated to the expatriates in the US the manager can have some ease in handling the processes (Renwick, Redman Maguire, 2013). The manager should know that the expatriates should be provided with proper training regarding the rules and regulations of the organization. Along with that their culture, as well as their religion, should be respected. Thus the manager also being an expatriate will face some issues regarding handling with the employees and the higher management. So the organization must be ready to help their expatriates to deal with various risks after relocation. US Economy under presidency of Donald Trump In the current condition, it is seen that the United States has faced a change in its presidency. Previously it was Barrack Obama and in current times it is Donald Trump. So as the HR Manager for an international assignment the individual must know the brief description of the nation's economy under the presidency of Donald Trump. The evidence shows that Donald Trump has an effective potential that can form the base for the good condition of the American economy (Thomas Lazarova, 2013). It is because the story of the American economy in the past conditions or past few years can be said to one of the tension phases. In that context, the phase is an aggressive condition of monetary policy and non-existent condition of the fiscal policy. In that condition, Trump mentioned in his victory speech that he was much interested in spending the economy on the infrastructure. Trump thinks the enhancement of the infrastructure as most important for the development of global economy. For that reason, he mentioned the fixing the bridges, highways, inner cities, hospitals, tunnels, and schools. By that manner, he aimed at providing employment to all people as the rebuilding process goes on. Trump as mentioned during the election that he is going to spend more in launching new programs which will increase the employment (Thomas Lazarova, 2013). Moreover, the focus can be paid more over the energy, transportation, water, and telecom. In addition, Trump planned for the cutting of the across the board taxes in relation to the individuals from 355 to 15%. In that condition, the economists created a fear as Trump is spending more and cutting the taxes but he had maintained the economic growth by implementing the plan of revenue-neutral. It is one of the innovative systems of tax credits that led the stock market to recover with time. Thus it can be considered that in Trumps presidency there will be a good growth in the economy and that should be definitely known to the HR manager. Working in Car Industry in Australia and United States Now while coming to be working in the car industry like Toyota in Australia at that time it can be considered that the Australian market was supposed to be a substantial car industry in the 20th industry. The reason behind it the nation have the plants that manufacture the automobiles especially cars and their parts in an international basis. The first car manufacturer has been from Australia, i.e.., Ford Motor Company in 1948. It then went to an increase with the market expansion of various leading car industries by the year 1970 which in later condition by 2004 increased to 400,000. It is the nations which are very well known for its car designs along with the production of large-sized production vehicles. But in that condition there is gradual decrease with the increase in Asian as well as a European import. So it decreased to 175,000 from 400,000 (Thomas Lazarova, 2013). But again from 2015 it again recovered and went on some increase along with a planning to launch a new designed Toyota car from the Australian factories by the end of 2017. Thus the Australian can also be considered as one of the good markets for working with car industries. In that condition, while coming to the American automotive market, it can be said that it is one of the leading markets across the globe. The country has also seen some dip in 2009 with a decrease of 6 million units but the gradual work processing again raised these units to 12 million by the year 2015. Thus the country can be said to be the second largest after China. Moreover, the nations comprise of the plants of almost all leading automobile brands across the globe which added up to 3 to 3.5 % of US GDP. At the same time the motor vehicle manufacturers basically add up to providing employment to an average of 909,700 people. Conclusion This report highlighted the details of the conditions as well as issues that are faced by the HR Manager who has been appointed to go for the international assignment for Toyota from Australia to United Sates. In that case, the report provided the every possible knowledge that will provide the details of the US market which will help the manager to work throughout the expatriate condition. References Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Armstrong, M. and Taylor, S., 2017. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier. Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge. Bartram, T. and Dowling, P.J., 2013. An international perspective on human resource management and performance in the health care sector: toward a research agenda. Cavusgil, S.T., Knight, G., Riesenberger, J.R., Rammal, H.G. and Rose, E.L., 2014. International business. Pearson Australia. Ehnert, I., Harry, W. and Zink, K.J. eds., 2013. Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Pudelko, M., Reiche, B.S. and Carr, C., 2015. Recent developments and emerging challenges in international human resource management. Gannon, J.M., Roper, A. and Doherty, L., 2015. Strategic human resource management: Insights from the international hotel industry. International Journal of Hospitality Management, 47, pp.65-75. Garca-Lillo, F., beda-Garca, M. and Marco-Lajara, B., 2016. The intellectual structure of human resource management research: A bibliometric study of the International Journal of Human Resource Management, 20002012. The International Journal of Human Resource Management, pp.1-30. 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. Kiessling, T. and Harvey, M., 2014. Human resource management issues associated with the globalization of supply chain management and logistics. International Journal of Physical Distribution Logistics Management. Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young firms: The role of human resource management. International Small Business Journal, 31(2), pp.115-136. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14. Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge. Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Thomas, D.C. and Lazarova, M.B., 2013. Essentials of international human resource management: Managing people globally. SAGE Publications. Weber, W., Festing, M. and Dowling, P.J. eds., 2013. Management and International Review: Cross-Cultural and Comparative International Human Resource Management. Springer Science Business Media. Zirar, A.A., Radnor, Z.J. and Charlwood, A., 2015. The relevance of the human resource management (HRM) to lean in the service sector: evidence from three exploratory case studies. International Human Resource Management – MyAssignmenthelp.com Question: Discuss about the International Human Resource Management. Answer: Introduction The international human resource management is basically similar to the management of human resources through inclusion of various HR activities, payroll, talent management processes along with processes of recruitment and selection of employees on an international scale. The IHRM includes all the major activities of managing human resources through management of business functions such as recruitment, selection, training, appraisal of performances and termination of employees too, all of which are done on an international level for promoting successful business operations and improve organizational efficiency. The various functions of IHRM could help Fosters Group in Australia to achieve the goals and objectives and gain competitive advantage over its competitors in both local and international levels (Alfes et al., 2013). The topic will focus on the various trends and challenges for international HRM and its probable impacts on international business of Fosters Group in Australia ( fostersbeer.com, 2017). Nature of International human resource management While managing IHRM within a multinational corporation, three different types of employees are involved such as the home country employees, host country employees and the hired country employees. The Home country employees find working at Fosters Group the most convenient, because they stay at Australia only and this can allow them to work at the place where the corporate headquarter is located. The employees who belong from Australia where the subsidiary is located are the host country employees whereas the employees who are neither home country employees nor host country employees, though work at the subsidiary corporate headquarter re third country employees (Armstrong Taylor, 2014). An employee from some other country working at the Australian Multinational corporation could be a third country employee. Institutional theoryis an important theory concerned with the international HRM practices that allows for consideration of various processes to establish structures, schemes, rul es, norms and routines as important guidelines for management of social behavior. The institutional theory enables to combine the various components of IHRM, manage the HRM practices on an international level, and ensure business success with ease and effectiveness. This kind of theory can help in managing proper flow of the global human forces and form power struggles (Bratton Gold, 2012). Contemporary needs of business in strategic decisions There are various contemporary needs for business in making strategic decisions including gaining sustainability related to finance, environment and even enabling proper certification and licensing to manage the business functioning properly. Fosters Group is known for its good quality beverages including Wine and beer and so proper management of supply chains is essential. The contemporary needs of the organization include gaining sustainability by taking care of the vineyards, extract the best quality juices and make great wine and beer, which can ensure running business responsibly and generating huge amounts of profit in business. Enough revenue should be generated so that it could cover the costs and continue the business operations to meet the contemporary needs of gaining financial sustainability (Brewster et al., 2016). Fosters Group, Australia has good amount of capital and enough funds to meet the objectives of the organization and make premium quality wine so as to remain successful in the business long run. Contemporary needs of Fosters Group could be met by creating very less harmful impact on the environment, though delivering high quality wine to the consumers. The company has focused on marketing and supply chain management to increase the interests among customers and develop good mindset, thereby influencing their buying behaviors too. Beer and wine are made from various agricultural products and this is why, it is important to meet the contemporary needs by managing environment friendly practices and create a sustainable position in the market. The IHRM needs have been met by employing various individuals from the host countries and even from outside Australia (Budhwar Debrah, 2013). To make them habituated with the surroundings and adopt the current business practices of Fosters Group, Australia, proper training and development sessions should be provided to improve their skills, knowledge and expertise level. To fulfill these contemporary needs, Fosters Group must develop proper strategic management plan for making predictions of the future and identify the new ideas, trends and make sure that the resources are utilized properly. The HRM managers must ensure that employees with proper skills, knowledge and expertise should be hired who had knowledge of the agricultural components had needed for wine production along with the sustainable practices that could be considered by the organization (Buller McEvoy, 2012). It would also be important to train them well and good, make them knowledgeable about the ways of approaching the objectives, and maintain sustainability through fulfillment of contemporary needs in business (fostersbeer.com, 2017). Trends and challenges for IHRM The most important trends for International human resource management are integration of the economy of the world and internationalization of business, which can result in management of international trade properly and bring out positive outcomes. Another major trend of the IHRM is the increased flow of foreign direct investments along with the emergence of cross-cultural business activities and inter-firm agreements for Fosters Group, Australia. With the recent trends in IHRM followed by Fosters Group, the social, economic and political factors have changed and created impacts on the various approaches of conducting international business (Daley, 2012). The outside environment influences the IHRM activities largely because of the different laws, business customs, political environment and rules that are present in Australia. The major issues and challenges in IHRM include difficulty to manage the international projects, having problems to adjust and give time with the families as few employees are away from their home country while working at Fosters group in Australia. It often becomes difficult o manage the human resources properly while recruiting and selecting the right individual for doing the right job and there are other barriers too such as cultural barriers, language barriers and differences in external environment as well (fostersbeer.com, 2017). Few other challenges faced by the IHR manager could be tax related issues, unable to coordinate the foreign currencies and rates of exchange and the difference in HR systems for the various geographic locations. The Government rules and regulations are also different in Australia, so the employees who would be recruited or might have left their home country should be subjected to various issues like health, legal and financial complexities too. During the international management of human resources, the failure rate of repatriation and expatriation is quite high and getting the appropriate mix of skills and knowledge among the newly recruited employees is quite difficult, regardless of the geographic location (Griffin Pustay, 2012). Other challenges for IHRM could be distribution of knowledge and information related to the organization and often it had been seen that the flow of information had deteriorated. The labor laws are different and even the political environment, which are considered as major challenges. There are various stages related to the advancement in technology and the employees who have visited Australia from their home country may not be able to feel free with the new technologies at Fosters Group. The level of education achieved is another challenge for IHRM, because the employees who want to work at Australia and pursue education at the same time may not be familiar with the Australian educational system and know about the various learning facilities and systems due to the variance in culture (Jiang et al., 2012). The variation of culture is based on five major dimensions including the individualism vs collectivism, power distance, uncertainty voidance, masculinity and long term vs short term orientation. Mobility is another major challenge because employees will have to leave their home country and visit the place where they need to work in Australia and ensure that they perform to their potential. The main barriers to effective IHRM are variations in rules and regulations, perception of human resources management, resistances to change or adopt the new environment and differences in culture during the management of learning and teaching styles (Marchington et al., 2016). Impact of these trends and challenges on the IHRM practices of Fosters Group Based on the recent trends, it could be understood that the HR department must enable a proper mix of staffs within Fosters Group who possess all the relevant skills, knowledge and expertise to adopt the new work culture. The recent trends include providing training and developmental sessions to the employees that can not only improve their skills, but will also enhance their performance level and ensure that they commit fully to the organization for achieving the desired goals and objectives (Mendenhall, 2012). In this way, the employees will also be able to gain working knowledge of the culture and language as well as know the values, beliefs, morals, customs, laws, rules and regulations of the organization where they have been working at present. This would also promote flexibility, identify the differences in performances of employees, and furthermore provide them with developmental programs for improving the areas where they lacked certain skills and strengths. Nowadays, Fosters Group has managed to recruit and select individuals from diverse backgrounds, culture and from different educational backgrounds as well for managing workforce diversity and ensure better innovation and creativity for allowing the organization to gain competitive advantage in business. This could enable providing a strategic direction to the organization as well as allow for focusing on the goals and objectives with ease and effectiveness (Renwick, Redman Maguire, 2013). With the presence of a diverse workforce, it would be easy to gain potential benefits from enhanced innovation and creativity along with better decision-making ability for improving organizations competitiveness. Thus, the recent trend of managing a diverse workforce should create a positive impact by proving proper training to individuals and making them skilled of managing and dealing with other people within the organization and respect the diversity of views and opinions of theirs as well (Snell, Morris Bohla nder, 2015). It is evident that people as well as organizations learn from mistakes and so it is believed that challenges related to the IHRM practices can often lead to making changes and improvements for enhancing the organizational efficiency and ensure that the issues are not faced again in the future. The challenges in IHRM could often bring negative implications such as change in prices of products and services offered by Fosters Group. There are various evidences which showed that lack of educational skills can often be the cause of not understanding the projects undertaken by the company and furthermore deteriorate the organizational effectiveness (Sparrow, Brewster Chung, 2016). The business internationalization at Fosters Group has resulted in better mobility of the human resources and created a diverse workforce. But there were many employees who had felt depressed and faced issues regarding country permit, finance and even legal issues while visiting Australia, where they worked at F osters Group. Mobilization of human resources is costly and it can hamper the production level of the company sometimes too. New technologies should be implemented otherwise, it could also result in degrading the business performance and prevent proper business functioning as well. Often, discrimination at workplace is experienced when individuals from different backgrounds and cultures are recruited. Lack of skills and proper education could also create issues and affect the IHRM practices, as the employers would not be able to recruit and select the potential candidates and assign them the right kinds of tasks (Stahl, Bjrkman Morris, 2012). Knowledge about the different culture is important for the third party employees, because they need to adopt the new culture to perform to their potential at Fosters Group. The challenges could even pose major threats because relocating to another country might even change their health condition and create financial issues and furthermore make them unable to perform efficiently and manage the IHRM practices. This would hamper the efficiency of IHRM practices and degrade the efficiency of business operations and processes, thereby resulting in creating negative impact while managing international business (Alfes et al., 2013). Political risks could prevent the organization to enter new markets and even recruit the most skilled employees. The challenges also create difficulties to manage suppliers and supply chains and even hinder the human rights policies that not only results in inappropriate management of human resources but also deteriorates the effectiveness of IHRM practices (fostersbeer.com, 2017). Cross cultural similarities and differences There are both similarities and differences between the HRM practices in Australia and other countries. In Australia, the multinational corporations implemented various policies to reduce the central Government employment. The private sector has been mostly focused on to manage the savings methods and manage the IHRM practices properly to sustain in the global business environment and make a positive impact on the public service resourcing too. The organizational values and beliefs more or less remain same for the multinational companies, and so it creates very lesser issues for the employees to cope up with the surroundings. Every diverse culture present within the workplace of multinational companies consists of individuals from different backgrounds, ethnicity, religion or race (Armstrong Taylor, 2014). The diverse culture and workforce can bring the varied opinions of many employees, which will not only create ease of managing global business, but will also increase the overall business performance. Criteria for selection and management of international managers The first and foremost criterion for selection of international manager is to check whether the individuals do possess enough leadership skills and knowledge of managing the human resources properly or not. Management of human resources is a serious issue and organisations success depends upon how well the human resources are managed. Selection of international managers is done who has the ability to mix the organizations culture and can get the employees involved in the working environment with ease. The international managers must also have proper leadership skills to ensure that the international assignments and tasks are allocated properly to the employees and they are even guided in the right direction for successful achievement of organizational goals and objectives (Brewster et al., 2016). The local and international values along with international trade theories must be known to the international manager to create an useful strategy for the international markets and make the global business and human resource management successful and noteworthy. Issues in international business The employees might not understand foreign laws and rules including tax implications properly, which could threaten the international business scenario. The prices were not set properly due to the new global trading activities along with lack of ability to position a particular brand. Fluctuations in currency rate is another major issue in international business whereas the cultural differences and communication barriers also create difficulties for managing global business (Daley, 2012). Approaches to international human resource management The most important approaches to manage human resources globally are ethnocentric, regiocentric, polycentric and geocentric approaches. The ethnocentric staffing enables to provide the most important positions in foreign subsidiaries with individuals from the home country. Many expatriates of Fosters Group are transferred to a foreign subsidiary in Australia. The polycentric staffing approach allows for recruiting the individuals from the host country while the regiocentric approach to HRM enables mixing up the foreign and local employees to work as an unit and create a good level of autonomy from the headquarter present at the home country. As the head of HR, I would consider the regiocentric staffing approach the most suitable for managing human resources internationally (fostersbeer.com, 2017). Conclusion The topic was concerned with the international human resource management where the three trends were technology, education and mobility along with the challenges including language and cultural barriers and even different trade rules, regulations and foreign policies. These challenges often created difficulties for management of global business properly and furthermore deteriorated the efficiency of managing recruitment and selection of the most appropriate employees and international managers within the workplace of Fosters Group. As the head of HR, I had presented few criteria for selection and management of international managers and approaches to IHRM to ensuring that the human resources would be manage properly and successful global business should be possible. References Alfes, K., Shantz, A. 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