Strayer HRM in Small and Medium Sized Enterprises Discussion Discussion & Response

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Part 1)

• What are some of the typical challenges for HRM in international SMEs? How do they differ from challenges for larger multinational corporations? What are the strategies that HRMs can use to meet these challenges?
• Be sure to respond to at least one of your classmates’ posts.

Part 2

Respond to classmate’s post below:

Good evening Professor and classmates,

Some of the typical challenges for HRM in international SMEs are talent acquisition and retention, leadership development, and compliance with the labor laws of the host countries. Although larger multinational corporations face the same challenges, they typically have more financial resources to overcome them. SMEs can have a more difficult time recruiting and retaining talent as they may not be able to offer the same benefits and perks to potential candidates as large corporations can. One way to overcome this challenge can be an inclusive company culture and a welcoming and team environment.
Compliance with the host countries’ labor laws can also be an obstacle for SMEs. Labor laws vary from country to country, and when SMEs first expand into a new host country, they may violate local laws unintentionally. One way to ensure labor laws are followed is by collaborating with experienced host country national HR Managers and lawyers. By doing so, companies can ensure they follow the proper procedures and guidelines to establish their business in a new host country. HR Managers should also be trained in foreign countries’ labor laws and work closely with host country nationals.
Overall, international SMEs and larger multinational corporations have the same challenges; however, large companies usually have additional financial resources and a larger number of employees to navigate the obstacles.