BMO3321: International Human Recourse Management
Undertake research to examine current trends and emerging issues within the field of International Human Resource Management (IHRM). What are some contrasting and recent frameworks, models and perspectives applied within the field of IHRM?
The meaning of International Human Resource Management (IHRM) becomes more and more important in the last few years. The first time the term IHRM was used was in 1990, around the same time period ‘globalisation’ began. Initially the main function of IHRM was the organisation and management of expatriates (Festing, et al., 2013, p. 161). In
2012 the foreign affiliates of Multinational Enterprises (MNEs) of the United Nations had reached 69 million workers (Dowling, et al., 2013, p. viii). Due to this fact it becomes clear the tremendous challenge IHRM faces in our time. Furthermore the world is getting more uniform and standardised because of the globalisation. With the impact of technical, commercial and cultural development, companies must rise to new challenges and a different way of thinking (Durham & Kellner, 2006, p. 659). If we put all the different aspects together we can define IHRM as examining the HRM issues, problems, strategies, policies and practices which firms pursue in relation to the internationalisation of their business (Brewster, et al., 2011, p. 10). On the basis of current research, this essay will investigate trends and emerging issues in the field of IHRM.
In the first wide field of global assignments and careers there have been changes in recent years due to the development of technology and worldwide integration. As organisations are increasingly affected by the forces of globalisation and the competition between the different companies, the prerequisites for employees are increasing as well. Due to these facts, the work life balance (WLB) has been subject to increasing investigation and has led to