What Role Do Hrm Practices Play in a Business Decision to Expand Internationally?

What Role Do HRM Practices Play In A Business Decision To Expand Internationally? Ilein Arteaga 2608214 Florida International University HRM CONTRIBUTIONS TO planetary EXPANSION OF BUSINESS mankind imaginativeness recitations play a enormous role in the worldwide expansion of championshipes. With globalization being the up-to-date trend in occupationes all over the world, victor of international occupation units depends heavily on the effective cognitive operation of the Human Resource incision (Edwards & Rees, 2006).Globalization or the international expansion of disdain involves the integration of an makeups surgerys, business cropes and strategies into diverse cultures, ideas, products and service. Business operations transverse regional and geographical boundaries, while having to deal with diverse cultures in their area of operation ranging from customer relation to enlisting of employees (Edwards & Rees, 2006).Transnational businesses have to as well as stra tegically deal with their foreign markets which involves understanding concepts of multi-culturalism which force out be effectively handled by the Human Resource Management. near definitively however, is the role of Human Resource Management in cultural sensitivity that get out determine the success of a business beyond its borders (Jackson, Schuler & Werner, 2012). Human Resource planning is necessary in the success of any business.HR planning is the strategic process of forecasting future human resource needs of an make-up, and ensuring that structures are open to align these needs with the goals that a business envisions to achieve. This process is especially important in the international expansion of businesses, as the success of a business is highly dependent on this management of this resource (employees). This critical coiffure of HR management testament batten down an organization is equipped with straight information and data on human resource before it venture s into any foreign markets or fields.HR planning will to a fault match correct information on projections in terms of employee turn over is available to avoid future surpluses of deficits in the workforce of an organization (Jackson, Schuler & Werner, 2012). all these information that is gathered through the process of HR Planning is coercive to a business that is deciding to move into on the process of globalization, or operating beyond its geographical or cultural borders. Recruitment and alternative are otherwise roles of HRM that are significant in a business decision to venture into international markets and operations.Transnational business translates into incorporation of a larger workforce in the business operations due to the spread out magnitude operations (Ervin & Smith, 2008). This calls for recruitment and selection of impudent employees to facilitate the expand scope of operations. The HR practice of recruitment and selection is important in a business decision to venture into international markets. Expansion of a business into international markets requires full fellowship of the culture in the entertain country/region.Culture and perspective of great deal in the new markets is peremptory to understand, as it would govern the processes of recruitment (Ervin & Smith, 2008). A good example is a nation where people frequently read the dailies and newspapers. This would direct the advertising of recruitment in the dailies. The perspective of people in the host country should also be taken into account to ensure this HR practice is adjust to their culture. Understanding of the host countrys culture and perspective is self-assertive in conducting a credible and efficient recruitment and selection process.The other equally important HR practice in deciding on international expansion of business is the training and development role in HR. Before a business decides to embark on international markets, it has to tip over the possibility of t raining either newly recruited staff in the new markets, or similarly, training expatriates to work in the new markets (Evans, Doz & Laurent, 1989). There is a high possibility of businesses to fail in newly ventured markets if its operations do not match up to that of its competitors.To maintain competitive advantage in new markets, a business must ensure it offers whole tone services and products that either match or surpass the trites in the newly ventured markets. This can be maintained through continuous training and developing the organizations workforce. Training will inculcate the right job attitudes, skills and knowledge that will ensure effective and efficient job performance an allot that will enhance a business chance of success in international markets.Performance appraisal is yet another HR practice that plays an important role in determining the viability of a business venturing into international markets. However small the connection may seem between these devil factors, the impact of performance appraisal largely determines the consistency of a business performance. Performance appraisal is the structural check against which the performance of an organizations workforce is weighed and rewarded. Performance appraisal should significantly take into account the working(a) culture of the market it is operating in (Edwards & Rees, 2006).This is important as people from different cultures are motivated by different factors. Some cultures nurse wage increment as motivational factors whereas others value job promotions and realisation more. Performance appraisal should gestate such cultural factors before establishing ship canal on how to reward employees. An efficient performance appraisal will ensure that employees are constantly working towards exemplary performance, as they know their efforts will be awarded.Performance appraisals that are fair, transparent and in line with employees expectations will see the rise in productivity of a bus iness operations. The honor system established by an organization is also important in determining the success of a business in foreign markets. various countries in the world have different rates of inflation and standard remuneration. These factors should be taken into effect as they greatly influence the performance of employees in an organization.Remuneration is a sensitive factor in HRM as extremes on either side may lead to high diseased turnover for an organization (Jackson, Schuler & Werner, 2012). High remunerations that are above average in the country of operation may build employees wealth to limits that make them diverge their workplaces, on the contrary, meager salaries may result to turnover as employees research greener pastures. It is therefore imperative that any organization that wishes to expand into international markets to consider the remuneration average in their countries of operation.Other HR practices that need to be considered before a business ventur es into international markets include management development, quality management, and compliance management (Evans, Doz & Laurent, 1989). The management of an organization venturing into international markets should be stool to streamline its operations to thrive profitably in its market of operation. Most importantly however, the management should adapt a global culture of professionalism that ensures expatriates and employees from the plateful country work in harmony.The international business should have managers who are focused to think globally, but act locally. This is a sure-way indemnity that will rocket any international business into success (Jackson, Schuler & Werner, 2012). configuration management is the other HRM practice that is equally important in the servant of venturing into international business. Different countries have different business compliance laws that must be adhered to if a business is to maintain its level-headed jurisdiction in its area of oper ation.Laws relating to the quality threshold of production, taxes, employee welfare among others should be taken into effect. It is also important for a business to recognize what operations are deemed ratified or illegal in its host country to avoid legal tussles (Evans, Doz & Laurent, 1989). From the above, it is clearly evident that HRM practices play a significant role in determining the globalization of a business. It is therefore essential that before businesses embark onto international businesses, they should take into account global factors that will ensure its heave to success.BIBLIOGRAPHYEdwards, T. , & Rees, C. (2006). International human resource management Globalization, national systems and multinational companies. Harlow fiscal Times/Prentice Hall. Ervin, J. , & Smith, Z. A. (2008). Globalization A reference handbook. Santa Barbara, Calif ABC-CLIO. Evans, P. , Doz, Y. L. , & Laurent, A. (1989). Human resource management in international firms. Macmillan. Jackson, S . E. , Schuler, R. S. , & Werner, S. (2012). Managing human resources. Mason, Ohio South westerly cengage learning.