International Human Resource Manager

Question: Discuss about the International Human Resource Manager. Answer: Project Context International Human Resource Professional Few market commentators consider the Human Resources function as being the last bureaucracy bastion. Customarily, the function of theHuman Resourceexpert within several companies has been to function like the regulating, controlling arm of executive management (Gaburro and OBoyle, 2003). Moreover, their function was more closely relate to administration and personnel tasks, which were considered by the company as paperwork. When one considers that the primary function of HR, within several corporations, arises from finance or administration department due to hiring staff members, paying staff members and handling advantages were the companys foremost HR needs (Storey, 2001). However, the role of HRM has expanded to great level and now includes different positions such as human resource manager, HR consultant, non-profit Human Resources Expert, International Human Resources Professional, Training Development Manager, Human Resources Executive, Employee Education Consultant, Executive recruiter, HR Entrepreneur and lastly, Human Resources IT Specialist. Moving ahead, I choose to become international human resource professional. The chief reason behind my decision is the growing importance of globalization and internationalization among companies. For anybody studying human resources there are a number of areas to select from with respect to career. The chief task of the international human resources professional involves recruiting applicants into worldwide positions, development and training standards across a global company, executing benefits plans as allowed by national regulations, labor relationships, staff programs and others (Winstanley and Woodall, 2000). Moreover, this HR track takes in the similar types of operations, which a state human resources expert might involve in, nevertheless with a wide range of cultures, locations and languages part of the mix. Additionally, international HR is considered as being an ideal sphere for individual who prefer travelling, speaking different languages and are skilful at involving eff ectively with different individuals who follow diverse customs (Kandol, 2006). Taking a step ahead, the duties of international human resources managers normally involve: Planning as well as directing an organizations employees for ensuring most appropriate application of employees talents Relating an organizations management with the employees Planning and overseeing staff advantage programs Serving like a consultant with other supervisors instructing them regarding human resource concerns, like equal employment opportunity as well as sexual harassment Coordinating and administering the experts task and assist Looking after an organizations recruitment, selection, interview along with hiring practices. Handling staffing concerns, like intermediating disputes as well as directing disciplinary processes. All organizations want to motivate, attract and retain competent staff members and match them with tasks they are suitable for. International human resources managers achieve this through guiding the administrative tasks of human resource division (Waters, 2001). Their task takes in administering staff relationships, regulatory compliance, along with staff-associated facilities, payroll, training, and lastly, benefits. The international human resource managers supervise the division experts and assist employees and make sure that all procedures are carried out in timely manner (Winstanley and Woodall, 2000). Further, they also consult withtop managementwith respect to the companys strategic planning. Issue The issue of cultural diversity faced by International human resource managers Background of the Issue International human resource management has gained high importance in almost every work sphere (Gaburro and OBoyle, 2003). With a large number of companies going global, the need for international human resource managers is also increasing. However, at the same time international human resource managers are faced with few challenges that need to be properly managed for ensuring effectiveness in operations (Storey, 2001). A chief issue faced by international HR managers is maintaining as well as understanding cultural diversity. Functioning with individuals belonging to different regions or from diverse cultural backdrops involves adapting the work style of the business to latest ideas, latest communicating means and unacquainted social procedures (Kandol, 2006). For instance, in case if the manager hires a staff member from England, the staff member might have diverse perceptions about the way of managing staff members or on the way how to run technology procedures grounded upon the experiences back home. Moreover, being open to latest work practices and cultural disparities is considered as being the hallmark of cultural diversity within HR (Winstanley and Woodall, 2000). Proposed Aim The chief aim of the project is to examine the issue of cultural diversity faced by International human resource managers. Research Objectives The research objectives associated with the chosen area involve: Examining the impact of cultural diversity on international human resource manager Examining the way how international human resource managers deal with the issue of cultural diversity. Literature Review All organizations want to motivate, attract and retain competent staff members and match them with tasks they are suitable for. International human resources managers achieve this through guiding the administrative tasks of human resource division (Mulholland et. al., 2005). Their task takes in administering staff relationships, regulatory compliance, along with staff-associated facilities, payroll, training, and lastly, benefits. The international human resource managers supervise the division experts and assist employees and make sure that all procedures are carried out in timely manner (Waters, 2001). Further, they also consult withtop managementwith respect to the companys strategic planning. The speedily changing business arena implies towards the fact that there are presently a number of human resource management issues that would persist to evolve for upcoming years. In such a situation it is highly believed that the HR departmentsmust add real business value to the companies (Kandol, 2006). Even though, the limitations of the downturn are not still over, corporations are identifying that they would require taking steps for retaining their workforce (Mulholland et. al., 2005). Moreover, this could be by way of an augmented focus upon engagement and training programs or through making investments in areas, which would enhance expenditure, like integrated technology systems or enhanced applicant attraction and retention schemes. Moving ahead, managing human resources across cultural and geographic limits could frequently prove to be problematic for business owners as well as managers (Thomas, 2004). However, with the prevalent application of technology, the capability of communicating with anybody around the globe and admittance to latest and diverse marketplaces, global HR concerns are vital to consider (Collings and Wood, 2009). A chief issue faced by international HR managers is maintaining as well as understanding cultural diversity. Functioning with individuals belonging to different regions or from diverse cultural backdrops involves adapting the work style of the business to latest ideas, latest communicating means and unacquainted social procedures (Mulholland et. al., 2005). For instance, in case if the manager hires a staff member from England, the staff member might have diverse perceptions about the way of managing staff members or on the way how to run technology procedures grounded upon the experiences back home. Moreover, being open to latest work practices and cultural disparities is considered as being the hallmark of cultural diversity within HR. Information Sources In order to ensure that the research topic is explored in most suitable manner and good amount of information is gathering to examine the stated research objectives information would be gathered from different secondary sources. The secondary sources involve books, online journals, articles, past research studies and others. The research would also involve primary data sources. The primary data would be collected by interviewing and surveying employees involved in international human resource management. Analysis The data and information collected through secondary and primary sources would be analysed by adopting rich data analysis technique. Timeline Timeplan helps ensure that the best results are achieved with the available time and resources (Gardiner, 2005). The research would follow a timeline and all activities would be divided according to that. References: Blaxter, L., Hughes, C. Malcolm, T. (2006). How To Research. 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