Human Resource Management in a Global Environment

The organizational context and link between business and IHRM strategies are important factors in determining the success of an international human resources (IHRM) program. The organizational context includes factors such as the company’s size, industry, and culture, as well as the legal and regulatory environment in which it operates. The business strategy, on the other hand, defines the company’s goals and objectives, and how it plans to achieve them.

The IHRM strategy should be aligned with the business strategy, and should support the company’s goals and objectives. For example, if a company is expanding into a new market, its IHRM strategy will need to focus on attracting and retaining talent in that market.

There are a number of IHRM trends that are emerging, including:

• The increasing importance of talent management: In today’s competitive global marketplace, companies are increasingly focused on attracting and retaining top talent. This means that IHRM strategies need to be focused on talent management.
• The growing use of technology: Technology is playing an increasingly important role in IHRM. For example, companies are using technology to automate tasks, such as payroll and benefits administration. Technology is also being used to manage global talent pools.
• The need for cultural sensitivity: In today’s globalized world, companies need to be sensitive to cultural differences. This means that IHRM strategies need to be designed to take into account cultural factors.

There are also a number of future challenges that IHRM professionals will need to address, including:

• The increasing complexity of global business: The global business environment is becoming increasingly complex. This means that IHRM professionals need to be able to navigate complex legal and regulatory environments.
• The shortage of skilled talent: The global talent pool is becoming increasingly scarce. This means that IHRM professionals need to be able to attract and retain top talent.
• The need for agility: The global business environment is constantly changing. This means that IHRM professionals need to be able to adapt their strategies to meet the changing needs of the business.

The video you linked to, “Attracting Talent,” discusses some of the challenges that companies face in attracting and retaining talent in today’s competitive global marketplace. The video also discusses some of the strategies that companies can use to attract and retain talent.

In conclusion, the organizational context and link between business and IHRM strategies are important factors in determining the success of an IHRM program. IHRM professionals need to be aware of the latest trends and challenges in IHRM in order to develop effective IHRM strategies.