Needs of Human Resource Management in an Organisation

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Human Resource Management plays an important role in the growth of an organisation. In this document we have given some useful information about the International Human Resource Management.

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. International Human Resource Management

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. TABLE OF CONTENTS INTRODUCTION ..........................................................................................................................3 MAIN BODY...................................................................................................................................3 Conclusion .....................................................................................................................................10 References ......................................................................................................................................11 To Avail the Top Quality Dissertation Writing Services by Professional Contact Us:- Phone: +44 203 3555 345 Email: helponlinedissertationwriting.co.uk Website: www.onlinedissertationwriting.co.uk

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. INTRODUCTION The International Human Resource management IHRM system works in order to utilize the ability and efficient of the people in efficiently into the corporate world is known as Human Resource management. They work to implement the policies of the organization across the globe to fulfil the need and achieve the goal that are set by the organization. The report is presented International Human Resource Management in under the two context of performance management and the another one is training and development Fee McGrath-Champ and Liu 2013. In this we have described the role and methods that are involved in this management process while in another one that is training and development we are including the approaching methods for this management. MAIN BODY The international human resource management is considered as an important department of any organization because it manages the human resources on comparing various aspects of any employee. Performance Management The concept of performance management is based on the promoting and improving the efficiency of the employee. In this management process managers and employee work together in order to plan analysis and review the employees work to find out his overall contribution to the organization. In order to improve the performance of the employees the organization should implement these steps. Identifying the objective and goals of the organization and involving the key steps to reach the gaol and fulfil the customers value. In this step we are identifying the smart gaols and objective and activities related to the employees of the organizations Peter Robert 2015. The proper exchange of feedback should takes place so that the employees can improve them self. The next step is based on the performance of the employees in this step the assessment of the employees performance takes place so that they can easily achieve the target set by the company. After this step the improvement should be included to improve the efficiency in the form of training behavioural adjustment training. The biggest inspiration is Bill Gate McDonald and many more who started their business from a small company and now turned into a well renounced brand just by performing proper performance management and

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. according to the need necessary changes are implemented because always the small thing can grow Gupta Bhaskar 2016. The policies related to the HR system of any organization is very flexible and vary country to country and organizations may change these policies as per their requirement. International HRM is mainly focused in identifying the work procedure of Multinational CompaniesMNCs that are working at different geographical locations and competing across globe. Role of Performance Management Performance management works in for fast maturing the goal of the business. In this the major role is played by the managers of the organizations because the designing policies are created and ensured by them to produce the productivity of the organisation. In this case managers are expected to set a high performance environment into the organization to ensure the below mentioned points. All the employees should be aware of companys mission and its customer value policies. The work related expectation should be clearly communicated to the employees Jackson 2010. The information related to the performance of employee should be updated time to time. The employee should be aware with the importance of continuous improvement for the organisation. A vital role is performed by the employee also during the complete process of management that is happening around them. Their active performance can be noticed in formulating the performance related agreement Kenny Fahy 2011. The performance management process takes place in a proper cycle which consist of five stages such as planning executing monitoring analysing forecasting. As the whole process starts from planning in this step the manager is going to develop the layout of the work so that he can plan the work accordingly because the organization does not depend on right strategy only along with this they need a proper plan to execute those strategies. The role of performance manager is broadly classified into three categories such as role of line manager in performance management role of HR in performance management role of employees in performance management. As the line manager that is also known as the front line manager plays a vital role in implementing and enacting all the policies that are issues related to the HR. Because it is very important that the employees and worker should show the right attitude and positive role towards the organisation for the

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. organisation. But during these process some managers lacks under certain skills in order to review the performance of the employee Tahir Mahmood and Shafique 2010. So the below mentioned points can help to overcome those issues such as the manager should be provided with the leadership from the top. The managers should be communicated with the necessity of the performance in order to get the successful or desired output at their part. The manager should reduce the complexity of the process and making it simplified for the employees. In order to improve the performance of the line manager the burden should be reduced. Similarly the role played by the Human Resourse HR is also very important all the strategies are developed by the HR only. In order to face the challenges that are increasing due to globalization various countries are developing their own HRM strategies to increase the efficiency. In todays competitive environment HR management system played an important role by providing them efficient and talented employees. Ultimately the performance management depends on the role or the duties performed by the employees because the efficient working employees can increase the growth of company by providing their direct contribution on the company. To do so the management should introduce various skills enhancement activities to improve the performance and increase the capability of the worker. Methods of Performance Management The performance of the employees can be analysed or evaluated through the various method that are mentioned such graphic rating scales management by objective forced ranking. Out of these methods the first one is graphic rating as the method is focused on the production- oriented work Urbano Alvarez and Turró 2013. A graphic rating scale include the list of jobs duties scales and parameters that are generally used describe the performance of the employees and worker of the organisation. In this method the employees are ranked from 1 to 5 on the basis of their overall performance. This can be considered as a standard method to analyse the performance of the employees it is also a quick result generating method therefore it is always known as the production oriented method. The another method to analyse the performance of the employees is management of their objective. The major objective of using this method is improving the performance of the work group or company by introducing and conveying the objective clearly to the worker and employees in order to increase the efficiency of their work. The process consist five steps that

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. the organization should implement. Out of the five steps the first step is to determine the objective of the work for the whole organization. A cleared image should be created by the mission and vision of the organisation. After this order the next step is the to translate the vision ans objective of the company to their employees. But the manager should make sure the message the miscommunication should be avoided to make the next step complete successful. And the third last and final step is to increase the involvement of the employees in order to achieve the goal of the organization Wu 2016.. If the employees will be motivated then the performance of their work automagically get increased this will lead to the company empowerment. Now the third method to find out or to analyse the performance of employees is the forced ranking method is used to avoid the problem related to the failure of unsuccessful of different organizations. In this method the employees are not ranked on the basis of their performance but compared with the other employees on the basis of that ranks are going to be allotted. Sometime this demotivated the moral of the employees. Due to this many employees and workers of the MNCs has started raising red flag against this method of performance analysis. During this process employees are divided into different groups according to their ranking such as best workerworst worker etc. Due to the comparison among the employees automagically creates the competitive work environment into the company sometime it breaks the moral of the employees. The performance management is considered as important because it helps the organization to involve the worker from the planning stage so that they can deeply understand the objective and vision of the company and can implement it in effective manner. Through this the organization can easily monitor the performance of the employees which help the to take necessary action in order to improve the performance. If the employee is lacking at some stage then organization should always support the employees to work for improvement. Along with that company should also ensure the all round development of the so that they can improve their performance Kim M and Erramilli 2011. On the basis of that time rating of the employees should be done but on the basis of their performance instead of comparing them with their other employees and provide time to time feedback so that their will be a scope of improvement. Training Development

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. Training and development are considered as the important factor on which the whole International Human Resource System depends because under this part the employees are provided by necessary training related to the behaviour attitude knowledge and companys requirement Hsu Lai and Lin 2014. The objective behind the training is just to improve the performance of the employees and deploy accordingly the need of the organization. Where in the development cell the development of the employee takes places after the proper training process. The training process consist of two phases first is pre-departure and another is repatriation. IHRM introduces their training and development according to the need of MNCs that are situated across the globe. Because the need of the MNCs are different and their working procedure also vary from company to company in that case the person should be aware of the knowledge that the company need from him. Role of Training Development International training and development department of the IHRM involves four strategies on the basis of which are going to provide the training the broad classification of the international training are described on the basis of perpatration-training for expatriates post arrival-training To Avail the Top Quality Dissertation Writing Services by Professional Contact Us:- Phone: +44 203 3555 345 Email: helponlinedissertationwriting.co.uk Website: www.onlinedissertationwriting.co.uk

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. for expatriates training for host country national. In order to discuss the training and development process the first is perpatration-training for expatriates are provided to those only who are appointed for some international assignment. This method can be used to provide only knowledge to the person that are required by the profession. So that the appointed can work effectively in abroad. Now the second method is post arrival-training for expatriates in this method Wu Chen 2012. When the appointed person has done all the work related training through perpatration-training for expatriates and now working at abroad now in that case the on-site training in which the local training based on the area and environment are under by this method. Now third the last one in this method the training are provided specifically to HCNs host country nationals and TCNs third country nationals in order to get the various strategies and concepts that are involved into the corporate world along with its culture. Usually the major emphasis is provided on the perpatration-training because the need of this training into international market is more. Through this training and developing programs the organisation try to ensure that they have employees with good sort of knowledge and skill that is going to increase the empowerment of the company. By providing the training in right direction or area the efficiency of the employees can be enhanced which is again going to help in the growth of the company Anne. 2014. . So before providing any training to the employees first thing the company should do is test the capability of the person before making any kind of investment because in some cases it may not produce any output due to the organization may face financial wastage. Needs of Training and Development : Technologies are the major reason for the need of development because the changes in it increases the need to understand them. Along with that it directly increase the knowledge of the individual and make increase or enhance the skill of the person. Factors that are contributing in order to increases the need of the organization the first factor is changes and the another is development. Considering the first need that is change the word is enough to describe the meaning and need to. This one of the biggest factor on which the training and development department depends. So we can say that changes are directly proportional to needs. And another factor is development this is also a strong reason due to which the need of training and development required. Usually the companies run such training and development programmes to

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. increase the annual turnover of the organization because the efficient employees increases the growth of the company automatically. Hence the need of training and development in order to achieve the success is very important. Approach of Training and Development Training and development mainly uses two approaches first is traditional approaches and another is modern approaches. In traditional approach their were many companies who do not believe in the concept of the training and management as they do now and some of them were providing but using the traditional concepts in order to this the most widely used method is reactive approach Dennis Randall and Ibraiz 2012. And all the traditional approaches are collectively known as reactionary. Such kind of training are usually provided by the tactical deliver who has the complete knowledge of the technical skills that are required by the company. These trainings were mainly focused so they can be called as the event-oriented training. But with time the approaches of training also get changed and the another approach is introduced which is known as modern approaches which include all the Training and development mainly uses two approaches first is traditional approaches and another is modern approaches. In traditional approach their were many companies who do not believe in the concept of the training and management as they do now and some of them were providing but using the traditional concepts in order to this the most widely used method is reactive approach. And all the traditional approaches are collectively known as reactionary. Such kind of training are usually provided by the tactical deliver who has the complete knowledge of the technical skills that are required by the company Zoogah 2014.. These trainings were mainly focused so they can be called as the event-oriented training. But with time the approaches of training also get changed and the another approach is introduced which is known as modern approach. Most of the companies are now realising the importance of corporate training. So now companies are not thinking about the cost it will take to train a employee but they are considering training as more of a retention tool to develop skilled and smarter workforce so that they can give their best output to the company. Training and Development objective : The main objective of training and development is to make sure the availability of skilled and willing workforce to the company. There are some more additional objectives are also there

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. Individual Objective: This help the employees to achieve their personal goals which increases the individual contribution to the organization. Organizational Objectives: It means to assist the organization in their primary objective by bringing individual effectiveness. Functional Objectives: It maintains the contribution of each department at a suitable level which is needed by the organization. Training and Development consist of three main activities they are 1. Training : This means learning the skills required to do a particular job in a very effective way. It will increase the skills. 2. Education : This is mainly focused on the job that the employee is holding or will hold in future and is evaluated on the basis of these jobs. 3. Development : It refers to the growth of the employees. This is most concerned in shaping the suitable attitude of employees. Importance of Training and Development : By using the modern approach of training and development here are the few points which are very helpful for the employers - It helps in addressing the employees weaknesses - It will improve the performance of the workers - The consistency will be there in the performance - It will ensure the satisfaction of the workers - It will increase the productivity of the organization - It will improve the quality and services of the product Some of the best companies in UK are using the modern approach of training and development they are : Deloitte Touche Tohmatsu Limited : This firm is the consulting services in human resource and management in United Kingdom Mustafa Dimitria William S. 2014 They started giving training to the new employers and thus increasing the working skills of the employees. BMC Softwares : This is the IT training firm based in UK. They also uses the modern training and development approach to enhance the skills of their employees.

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. The HR training and development manager is responsible for staff training requirements and their program. They conduct various program to develop skills. They supervise their staff and plan and administer their training plan. The HR training and development specialist plan produce and manage the training program. In addition to this they evaluate the training resources as well as suggest new topics and methods. CONCLUSION The present essay concludes that international human resources management is helpful for framing varied strategies sin accomplishing long as well as short term objectives of the business. It assists management to effective asses the performance of the person old provide them appropriate learning by using most effective method of learning. It can also be concluded that use of modern method of training like mentoring and internet etc. are effective for reducing the cost and increasing the efficiency of the business it inclusion of right kind of personnel. To Avail the Top Quality Dissertation Writing Services by Professional Contact Us:- Phone: +44 203 3555 345 Email: helponlinedissertationwriting.co.uk Website: www.onlinedissertationwriting.co.uk

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Acquire the Human Resource Management Dissertation Help by the expert writers at very reasonable price. REFERENCES Journals and books KennyB. FahyJ.2011. Network resources and international performance of high tech SMEs. Journal of Small Business and Enterprise Development. 18 . 3 pp.529-555. Wu J. 2016. Total Resources and Speeds of Internationalization. in Timothy M. Devinney Gideon Markman Torben Pedersen Laszlo Tihanyi ed. Global Entrepreneurship: Past Present Future Advances in International ManagementVolume 29 Emerald Group Publishing Limited. pp.279 – 314. Gupta S. BhaskarA. 2016. Doing business in India: cross-cultural issues in managing human resources. Cross Cultural Strategic Management.23. pp.184-204. Anne-Wil Harzing. 2014. Ashly Pinnington.International Human Resource Management .SAGE. Dennis Briscoe Randall Schulerand Ibraiz Tarique. 2012. International Human Resource Management: Policies and Practices for Multinational Enterprises. Taylor Francis. Fee A. McGrath-Champ S.and LiuH. 2013. Human resources and expatriate evacuation: a conceptual model. Journal of Global Mobility .3. pp.246-263. Hsu M. LaiY. and LinF. 2014. The impact of industrial clusters on human resource and firms performance. Journal of Modelling in Management.9. pp.141-159. JacksonL. 2010. Enterprise resource planning systems: revolutionizing lodging human resources management. world wide hospitality and tourism themes. 2. pp.20-29. KimC. M.Z. and ErramilliM. 2011. Resources and performance of international joint ventures: the moderating role of absorptive capacity. 5. pp.145-160. Mustafa F. Özbilgin Dimitria Groutsis William S. Harvey. 2014 .International Human Resource Management.Cambridge University Press. PeterA. RobertE. 2015. Managing Human Resources and Technology Innovation: The Impact of Process and Outcome Uncertainties. International Journal of Innovation science .2. pp.91-106. TahirM.MahmoodK. and ShafiqueF.2010. Use of electronic information resources and facilities by humanities scholars. The Electronic Library. 28. pp.122-136. UrbanoD. AlvarezC. and TurróA. 2013. Organizational resources and intrapreneurial activities: an international study. Resources and performance of international joint ventures: the moderating role of absorptive capacity . 51. pp.854-870. Wu M. ChenS. 2012. How graduate students perceive use and manage electronic resources. Aslib Proceedings . 64. pp.641-652. Zoogah D. Zoogah R. 2014. Experimenting with Resource Strategy: Experimental Analysis and Strategic Human Resources Management Research in Africa. in David B. Zoogah ed. Advancing Research Methodology in the African Context: Techniques Methods and Designs Research Methodology in Strategy and Management Volume 10 Emerald Group Publishing Limited .pp.21 – 53.

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