3.1 The Role of Human Resource Department

An organization can’t build a good team of working professionals without good Human

Resources department. The key role of the Human Resources Management (HRM) team include

recruiting the right person, training for the employee, performance appraisals, motivating

employees as well as workplace communication, workplace safety, and much more. The human

resource department can provide your organization with strategic structured procedures, policies

and the ability to meet business. Human Resource Management is distinctive approach to

employment management which seeks to achieve competitive advantage through the strategic

deployment of a highly committed and capable workforce, using on integrated array of cultural,

structural and personal techniques (Storey, 2000).There are six main functions of human

resource department which are:

Recruitment/talent acquisition

Safety

Compliance

Employee relations

Compensation and benefits

Training and development

3.1(a) Human Resource Department in the International Organization

In these globalization world, easier mobility and communications between countries, workers are

most likely to be located globally as their based where the business is operating. Example when

we think about to make a call for a Microsoft product support, going online to ‘chat’ to an expert

to get a solution for the problem or trading on eBay there are more common scenarios.

International human resource management relates to having people working overseas. They can

be either expatriate staff, those who are hired from or work within their home countries (locally

recruited staff) or third country nationals. This type of organization will be having small office or

subsidiary based abroad to major multinational corporations with sites all over the world. HR

professionals is going to consider how can best provide polices, practices and services to a

diverse set of employees located in various locations and operating environments.

Multinational organizations have varying reasons for global expansion, largely aiming to

increase competitive advantage by realizing economies of scale or economies of scope (Anne-

Wil Harzing, 2004). There are however stages in the process of internationalization, and choices

in the strategies and related structures adopted by MNCs. The range of MNC subsidiary

strategies are described in (Perlmutter, 1969)and (Christopher A. Bartlett, 2002)well-known

classifications:

Based on this classification, subsidiaries can have differing roles such as the local adaptation of

products or the provision of specialized expertise in a particular field, or they can have a

worldwide mandate to provide a particular product or service (Dicken, 2003).Corporate strategy

therefore varies based on the extent to which firms want or need to adapt practices to local

conditions. MNCs have the option of applying the practices they are most familiar with or which

appear to promise high returns in performance, regardless of the location of their subsidiary

(Gooderham, 2003) .The standardization of HRM practices within a company across the globe

thus creates cross-border equity and comparability, and alignment of systems internationally to

facilitate an internal labor market (Phil Almond, 2003).This standards able to lead to conflicts

between company practices and local prevailing conditions in terms of national cultural

institutions and business systems.

3.1 (A) i. Talent recruitment for International organization

International organizations have their own strategy how to deploy a plan to make talent

acquisitions based on the positions globally and recruitment success is based by the number of

the positions filled including the time it takes to fill the positions. Mostly they will have their

own recruitment team and will be posted on the media job portal where the head hunters /

recruitment agencies will do the recruitment too. For an international organization, manpower

planning is very essential because the planning for future and finding out how many employees

needed in the future by the business. This will be forecasted based on the home country HR and

the recruitment will be done by the abroad human resource department which is connected

globally. Example Hewlett Packard, IBM, AIG, these international organizations having multiple

subsidiaries in many countries. Human resource department conducts market surveys and

determining the wages and salaries for different position in an organization. This decision may

be taken in consultation with top management and the Finance department. Those candidates

who are having certifications such as Bachelors/Masters or professional certificate are given 1st

priority for being hired because certain project would require these certificates in their project

proposal.