The external business environment is becoming global in nature and more and more complex in terms of sophistication and technology. In an era where the external environment so greatly affects a company’s ability to compete, corporations everywhere have been implementing career development into their human resource management plans to allow their employees and managers to receive the necessary training and development needed to broader their work and personal abilities. International human resource management (HRM):
Involves the worldwide management of people. Traditionally, it has focused on the selection, training and development, performance appraisal, and rewarding of international personnel. The effectiveness of particular HRM approaches and practices depends directly on the firm’s environment and strategy…Who the firm considers and international employee, who it selects for international assignments, how it trains them, what criteria it uses to assess their international performance, and what impact international experience has on employees’ careers, should all fit the external environment in which the firm operates and its strategic intent.
This analysis will illustrate the growing role of career development and training on an international scope. It will discuss how the paradigm for multi-national enterprises has shifted from finding the best international HRM policy to finding the best match-up between the company’s overall strategy, the external environment and its HRM program. Reasons why international human resource management has some barriers will also be reviewed. A conclusion will address the challenges corporations face as the shift in career development and training has given additional responsibilities to those in the company responsible for human resource management.
International human resource management faces one of its biggest challenges in the diversity and integration of different cu...