Answer To: MNG00786 Learning Journal MNG00786 The Learning Journal Structure and Sample MNG00786 Learning...
Arunavo answered on Feb 01 2021
HUMAN RESOURCE MANAGEMENT
REFLECTIVE ARTICLE ON IHRM
Table of Contents
Week 1: 3
Week 2 3
Week 3 4
Week 4 4
Week 5 5
Week 6 5
Week 7 6
Week 8 6
Week 9 7
Week 10 7
References 9
Week 1:
In our first week, the most interesting topic that I come across is the International Human Resource Management, also known as IHRM. There has been ongoing discussion regarding the global versus local work faced by many leading MNCs. The debate also carries on for the HR policies and practices that are being adopted.
From our lecture and tutorial discussions there are many dilemmas faced by IHRM activities, that includes recruitment, selection, performance management, training, development, and renumeration. However, positioning themselves, a company need to follow certain policies, which are normally same for each country, with an added global HR policy to cover the international operations.
From the readings, it seems that the IHRM operates at global management and activities; hence, there is broader approach to many HR functions such as strategic or cross culture HR activities considering the global trends. Comparative IHRM seeks and compares the HRM practices with respect to various other countries to assist the HR policies of the organization.
However, according to Cooke et al. (2019), the effectiveness of IHRM is dependent on the organizations strategy to operate in international boundaries and to deliver the output, and adapting to the local culture and working norms.
Week 2
In our second week, the topic covered was regarding the cultural context of IHRM. in the global operation, while operating internationally, such as cultural difference, social system difference, legal principles difference and many more.Cultural differences in organization are visible, however, the manner in which the harmony and unity is sustained in the organization is the real challenge.
From thelectures and tutorial discussion, it seems that the organizational culture consists of patterned ways of thinking, feeling and reacting. The main core of culture consists of traditional ideas and the values attached with that ideas.It can be debated that the cultural differences enrich the working culture in the organization with increased knowledge and skills.
However, according to Pirlog (2017), Trompenaars and Turner can define the cultural context of organization. They have proposed a model, which can easily define the cultural context in the IHRM.They proposed universalism vs particularism, where universalism is the belief that certain principles and rules are best applied for all kind of situations or countries. Whereas, particularism denotes that taking into account some situations in all spheres of life.
Considering the different debates and notes, thecultural aspect definesthat a country’s system of values, attitudes and behaviour of people does have an influence over the organizational policies and procedures in the field of Human Resource Management.
Week 3
In our third week, we have studied on the organizational context of HRM. There are many debates regarding the organizational and the hierarchal context in the organization, because of the multicultural and background people in an organization.
From the lectures and tutorials, the dilemma facing by the MNC is considering the proper allocation of work force in respective job position, irrespective of their background. In this situation, a proper HR policy implementation is necessary to avoid any kind clash within the organization.
However, as discussed by Frandale et al. (2017), in the organization, certain culture is high on the power distance and has respect for the authority in the organization and that authority should be centralized in structure, if not decentralized in nature. For example, manufacturing companies are more centralized; however, service sector companies are decentralized in nature.
From my readings it seems that now a days, organizations are more focused on the Matrix structure, which is different from traditional structure and had certain unique features. It creates a dual line of authority and it combines the product and functional department. This type of structure is ideal for large organizations, where the information processing capability is overloaded, and this system allows the flow of communication in a flexible manner.
Week 4
In our fourth week of tutorials and lectures, I have understood regarding the equity and non-equity modes of international operation. Foreign markets offer a range of unique business opportunities for countries, because each country faces certain kind of challenges for the overseas business, who try to enter in those...