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Introduction

International human resource management (IHRM) helps in the management of the HRM activities but it is done in an international level. Cultural influence is also seen in the management of practices and policies that has resulted in the widespread commitment of the employees (Wood et al., 2018). It has also been seen that the management of the employees in the global context has resulted in the management and the leadership style of the companies. The essay aims to understand the importance of IHRM in the global context. The main body of the essay is to understand the strength and weakness as well as the recommendations that can improve the IHRM.

Recruiting, developing, and managing human resources for global organizations is the goal of international human resource management, which is a collection of specific tasks, roles, and procedures (Wood et al., 2018). Returning to one's native country after completing a foreign assignment is referred to as repatriation. Due to their inability to adapt to the foreign country's culture and climate, expatriates may potentially be sent home before their foreign assignment is complete. At the time when an employee who has been deployed internationally returns to their home country, the procedure by which they were deployed is known as expatriation. At that point, the employee was repatriated. To become a citizen of another nation, a worker who has left their home country and is earning and temporarily lives there is known as an expatriate (Li et al., 2022). HR managers are responsible for organizing, managing, and planning the hiring of new personnel. They give business executives strategic planning advice in addition to serving as a bridge between management and employees. In today's atmosphere, an HR manager may play a more important function than before. The HRM manager is crucial to achieving company goals (Nery‐Kjerfve and McLean, 2017). The HR managers distinctly outline the phases of advancement at the company, which gives individuals a purpose and enables them to accomplish significant professional milestones.

International human resource management performs a set of functions and activities such as recruitment selection, training, compensation, and career management. This human resource management help in running the business and thus the company can achieve desired goals that are set by the company. Human resource management has strengths as well as weaknesses and one of them is that human resource management helps in diversity management. Diversity management helps in promoting greater inclusion of employees from various backgrounds into the organization with the help of programs and policies (Olander et al., 2015). Thus the company will able to get the desired employees who will fit into specific job roles and this might ensure the company achieves greater profits. This diversity management that is introduced by human resource management can be of various types such as internal diversity, external diversity, world view, and organizational diversity. Diversity management helps the business in the process of recovery and it also helps in building resilience. This human resource management can thus improve the performance of the organization with the help of diversity management (B, 2020).while the other strengths of international human resource management are employee development and which involves proper mentoring, guiding, and coaching the employees so that they can provide a better output which might be beneficial for the company.

The human resource leaders are the first person to contact new employees and they also serve the crucial role in hiring the right talented individual for the organization. Human resource managers are responsible for reducing the gap between managers and employees. This help in improvement in the performance of the organization. When a crucial decision is made the human resource managers are responsible to navigate the message among the employees in such a way that there is no backlash regarding that message. Whenever the workers face any issue with the manager human resource management plays a crucial role in resolving the issues (Heffernan et al., 2021). Another crucial strength of human resource management is compliance and human resource managers are specialized in compensation as well as in employment law. Employers lean on human resources to ensure that the organization is meeting regulations and thereby meeting the expectations of the organization. The human resource manager should make sure that there is a fair and secure way of hiring employees and this might help the company to identify the right talented individual who will work for the benefit of the organization.

While the main weakness of human resource management is these human resource managers do not care about the financial position of the company. Human resource managers always tend to spend money over the normal budget. This became a major drawback for human resource management. The main duty of human resource managers is to identify the financial data which influences the process of hiring new employees in the organization. Lack of financial data and analytics creates stress on the health of the business as well as it also disrupts the work-life balance of the workers. The human resource managers also lack the potential to adopt new processes and thus the task becomes mundane and the performance of the employees decreases. The human resource managers lack proper utilization of data and analytics and thus the human resource managers are unable to take crucial decisions for the benefit of the organization (Globalonline, 2021). The data helps in informing the human resource manager with better strategies and thus the organization will be able to improve its productivity. The main points that are kept by the human resource managers are the KPI and which revolves around managing metrics and hiring employees .slowly human resource management becomes less customer focused and this somewhat creates a detrimental effect on the productivity of the organization.

The chosen company for the real life example of IHRM is Amazon. The connecting of the real life business example in understanding the management in global context will help in the identification of the methods and the process that are used by the company leaders to facilitate the business around the world. The chosen company, Amazon is considered the best example because the company has spread its business and its hold over the online market within a few years (De Cieri et al., 2021). The allocation, procurement and the utilization of the human resources to the fullest capacity has been demonstrated by the company (Tung, 2016). The managers are responsible for the overseeing of the benefits of the employees around the world. According to that the training and development of the employees are also seen. Amazon is well known for talent acquisition, talent management as well as employee engagement that has resulted in the growth of the company. The company has more than 13 affinity groups with 87000 employees and follows the diversity statement of the company. It has been found that in 2021, 44.8% of women from African American background have been given a job in the company (George, 2022). The representation of the Chinese employees in China has been increased to 13.2%. This shows that the company follows and maintains the IHRM policies that have helped in the growth of the company.

This inclusion of diversified workers within the company has resulted in broadening the perspectives that have resulted in the creation of more innovative measures which have in turn helped the company to expand worldwide. By providing equal opportunities to the people from the diverse background has helped the company gain an insight about the market conditions and requirements particular to that country. Representing the ethnic cultures with Amazon, the company has ensured that the retention of the employees is increased (Froese, 2020). The employees feel that they are open to share their concerns and ideas with the leaders of the company and the standards are met as per the background they belong to. For Amazon, diversity inclusion has also resulted in the encouragement of the people to think in am different way that will keep the company vigilant to the changes. Innovation is also improved when people are more involved in the company process and functioning. Application of the Leadership Principles is also seen within the company (Caligiuri et al., 2020). This has helped in the management and the identification of the employees that are best suited for the company culture and take steps that will reduce any kind of bias within the workplace.

There are many strategies to make the IHRM better. Setting goals and selecting activities that best support the company's objectives should come first. Additionally, the objective and vision should be established initially (Azizi et al., 2021). The next step is to use a worldwide hiring procedure to discover talent. The brightest minds from around the world have opportunities thanks to hiring across boundaries without regard to demographic or linguistic limitations. Hiring them is the next step after talent identification. It is also necessary to abide by regional border laws (Geektonight, 2019). An HR manager's responsibility is to improve the company's personnel and the organization as a whole. HR should take into account workplace safety as well.

It can be concluded that IHRM is an important feature that has resulted in the growth of the company Amazon. The process of IHRM includes acquisition, utilization and the allocation of the human resources that helps in running a company across the world. The international perspectives also take into account diversity and ethical considerations as well as corporate social responsibility as well as benefit and legal compliance are also taken up in the context. The efficiency and the steps that is required for the enhancement of the human productivity within an organization has been seen. The recruitment and the hiring process of the employees and the performance management are well defined within the global context of IHRM.

References

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Wood, G. et al. (2018) “International Journal of Human Resource Management (IJHRM) special issue on:International human resource management in contexts of high uncertainties,” The International Journal of Human Resource Management, 29(7), pp. 1365–1373. Available at: https://doi.org/10.1080/09585192.2018.1477547.