“Human Resource management is the management of people and its purpose is to get the best effort from the labor resource of the organization” (Best, Langston, De Valence, 2003, p 147). Staffing is one of the most important functions of human resource management. Workforce planning is a sub-function of staffing and is the place where the entire human resource function begins. Workforce planning is very important because inadequate workforce planning would lead to problems which would affect the entire human resource functions and may even adversely affect the company in consequence.
The analysis of jobs and roles is one of the most important sub-functions of staffing. It provides the information required to produce job description, role profiles and training specifications. Job analysis concentrates on what holders are expected to do while role analysis looks at the part the people play in carrying out their jobs i. e. the broader aspects of behavior expected of particular role holders (Armstrong, 2003, p. 173-174). All these factors are also a part of international HRM, though are even more critical One of the most difficult decisions faced by Human Resource department is the emoluments to be paid to the employee.
In an international context, this concept becomes even more complex since now the HR needs to balance the expectations of people working across different parts of the globe (Bratton, Gold, 2001, p. 238). Motivation and Employee orientation are also major functions of the international HRM which become complex, sine people working in different subsidiaries need to have the same level of competency and need to be motivated equally well. But meeting all expectations is clearly very difficult since the people in different parts of the world, face very different situations, and hence have diverse expectations
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