Human Resources Management Discussion Questions and Responses

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Please reply to each of the following questions in a single post answering each question individually:

  1. What are the main similarities and differences between domestic and international human resources management (HRM)?
  2. Discuss at least two variables that moderate differences between domestic and international HR practices and analyze the stages a firm goes through to grow internationally.
  3. Explain the difference between a strategic and a tactical perspective on HRM. Please provide examples and explain why you believe what you believe.

 Global and international courses must use current resources – 2009 to current – as the global community is ever evolving.

https://youtu.be/RRdKQhS2CLc “Global Human Resource Management” – John Drake 

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HI dear, for feedbakcs1. What are the main similarities and differences between domestic and international human resources management (HRM)?            Both domestic and international human resources management have similar fundamental human resources management objective with the attention to maximize the development of internal and external management by promoting human and potential growth within the company.  Per Bjorkman (1999) the quality of IHRM is an important success factor for organizations where human resources needs to analyze and consider social, economic, political-legal, and technological environment. But not just that international personnel are moving from outdated habits way of thinking and actions. They are attracting, selecting, and maintain talented employees in their roles and technology by linking human capital strategies with the most appropriate technology solutions. The differences between DHRM and IHRM is that DHRM is only operating with national employees, meanwhile, IHRM is operating across countries and with that it comes dealing with different cultures, institution, business structures, politics, locations, and international laws.Discuss at least two variables that moderate differences between domestic and international HR practices and analyze the stages a firm goes through to grow internationally.            As we known IHR is more complex than DHR when it comes activities involved on decision making. For example, IHR has to deal with international taxation, international law, foreign currencies, international orientation to employees. I would like to take on how IHR has to handle employees spread in more than one country versus DHR dealing with operations in one single country. On IHR will need to think through culture, country regulations for each location of operation, work environment, compensation package, transportation, and taxation law for each country. Meanwhile, DHR follow the stablish the local employment polices and taxations already in place by the local state. The second one I will say that IHR deals with more external factors as compared to domestic. IHR will need to deal with local governments, political figures and governmental regulations versus DHR normally will do not have to face those types of scrutiny.  Explain the difference between a strategic and a tactical perspective on HRM. Please provide examples and explain why you believe what you believe.HRM is considered an important factor in shaping the performance of a company in particular the impact of job performance which is considered a crucial one. Because employees are the most important resource of an organization the organization needs to take care or their wellbeing as well. When it comes to HR decisions made strategically or tactically where none of them are wrong. The strategic idea is usually shaped by a particular process and can focus on strategic questions, its process, procedures, and products focusing on the future of the company and strategic moves. On the other hand, tactical thinking focus on the operational issue of an organization usually making alliances to push an important decision. Per Ranlall (2009) researchers have noted that modern approaches to human resources management are more effective in turbulent times than traditional approaches that are considered edgy and unprecedented. For example, HRM practices will be most effective to mitigate the negative effects of the COVID pandemic and allow the use of emerging opportunities. In turbulent times, two HRM approaches are distinguished from an organization’s perspective soft in which employees are considered a valuable resource for the organization and hard.ReferencesLee, Y., Lin, C., & Huang, C. (2017). An overview of contemporary international human resource management studies: Themes and relationships. Library Hi Tech, 35(4), 490-508. https://0624p2amw-mp01-y-https-doi-org.prx-keiser.lirn.net/10.1108/LHT-11-2016-0140Huu, N. D. (2022). Information Systems In International Human Resource Management (Ihrm)- An Overview. Webology, 19(2), 2912-2929. https://0624p2amw-mp01-y-https-www-proquest-com.prx-keiser.lirn.net/scholarly-journals/information-systems-international-human-resource/docview/2695103796/se-2Bie?kowska, A., Koszela, A., Sa?amacha, A., & Tworek, K. (2022). COVID-19 oriented HRM strategies influence on job and organizational performance through job-related attitudes. PLoS One, 17(4)https://0624p2anr-mp01-y-https-doi-org.prx-keiser….2. Good afternoon,What are the main similarities and differences between domestic and international human resources management (HRM)?Human resources management (HRM) is utilized in most companies for planning, staffing, performance management, training and development, employee compensation and benefits, and industrial relations (Dowling, et. al, 2017). Domestic HRM and IHRM have similarities but also have their differences due to the complexity of working outside of one’s own country. According to Dowling, et. al (2017), IHRM has additional HR activities, wider perspective, will be a bigger part of employee’s lives, outside influences, and additional risk exposure.Discuss at least two variables that moderate differences between domestic and international HR practices and analyze the stages a firm goes through to grow internationally.Two variables that make domestic and international HR practices different are additional cultural environment and senior management. When working with people with different cultures, companies are bound to experience different values, attitudes, and behavior. Although, we use our own cultural experiences to guide us on how to react to things, it can have a negative effect in our lives because you expect everyone to think and act the way we do. Management should be able to treat people equally regardless of their differences and may be required to adjust. International HR will need to work additional items and be aware of different laws, taxes, relocations, languages, and cultures. When working international, companies may be put at higher risks that can be costly and can also be a terrorism risk. Management must ensure that they work with people with different backgrounds as it can assist in building relationships. Dowling, et. al (2017) further indicated that management must have a global mindset which will benefit the employees and organization.Explain the difference between a strategic and a tactical perspective on HRM. Please provide examples and explain why you believe what you believe.When in an HR position, management is tasked with making many drastic decisions and must use different tactics to assist such as strategic and tactical thinking. Strategic thinkers’ question everything from the start to finish, will evaluate the pros and cons, and is always open for new ideas that may improve the process or product. An example of a strategic thinking can be thinking for the future, such as ordering a first aid kit in case someone gets hurt or sick. Tactical thinkers’ usually have one goal in mind such as how the organization can move forward and function properly, their goal is to set up the plan.  Liu, et. al (2019) indicated that HRM must be resilient so that they can be successful with the outcome of their planning with their employees.ReferencesDowling, Peter J.; Festing, Marion; Engle Sr, Allen D. (2017) International Human Resource Management Seventh Edition Cengage Learning EMEA Cheriton House, North Way, Andover, Hampshire, SP10 5BE, United KingdomLiu, Yipeng; L. Cooper, Cary; Y. Tarba, Shlomo (2019) International Journal of Human Resource Management Resilience, Wellbeing and HRM: A Multidisciplinary Perspective Retrieved from https://0630vmcrg-mp02-y-https-web-s-ebscohost-com…

 

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