Comparative HRM and international HRM The Routledge Companion

Question: Discuss about the Comparative HRM and international HRM for The Routledge Companion? Answer: Human Resource Planning HR planning identifies the competencies an organization needs to fulfill regarding goals, and it specified in acquiring skilled people on the job. It plays as a link between human resource management and the overall strategic plan of a firm. A continue evaluation is needed to evaluate and improvise. HR planning study has helped to understand different perspective, performance, and behavioral adjustments. In the student perspective HR, planning has contributed to determining the effectiveness of HR activities. It has helped to make the students understand the need for discipline to achieve a goal. In home life, it has made students understand the areas of time management and ethics towards elders (Hsieh et al. 2012). Talent management Talent management helps to ensure that the particular ability of the individual is guided towards organizational benefit. The organization that invests in talent management and develops their employees by training and tracking their performance outperforms their competitors. It is often come out as a winning combination. This integrates individual approach easily, quickly and helps in retention of employees by winning their loyalty towards the firm. Talent management is the need of the hour for any student-oriented institution. A particular record of accomplishment should be there to track performance and individual talent of students. Students can also learn about the importance of following their instinct and do what they do best (Hsieh et al. 2012). Employee control Monitoring and authority can enhance or hinder the decision-making process. It is a process to increase employee learning and controlling their engagement in the organization. Nevertheless, the controlling process helps to track the work and performance of workers. Controlling regarding discipline or behavior to abide by the rules is a thing to follow in any organization. Students can take a cue from this learning. They can apply it to controlling an entire section of pupils and direct them to follow the rules and regulations of the institution (Holden and Vaiman 2013). Employee Reward The employee reward system in the workplace can immediately activate the moral of employees. Motivated employees can perform more to achieve more target and organizational goals. However, some person feels that actual reward comes from inside. It is like appraising someone for his or her good work, identifying good performance and regular appraisal in the job. Students can learn from this study of employee reward of how it is connected with better performance. Universities and colleges can imbibe some lessons from organizational reward system. If students are given regular positive feedback about, their good works and faculties recognize their performance it would be of immense effect. A regular reward system can uplift the confidence level of every student, and his or her results are increased (Narang 2013). Performance International HRM International HRM shows how international organizations work to make ample adjustment to compete against international competitors. It has been argued that compensation system can be beneficial in fostering inter-unit linkages in multi-nation business practices. It involves inter-unit and intra-unit linkages. International human resource management is about comprehensive management of human resources. Students can learn about how international firms do their business, how they manage to stay above from their competitors. Different country has their traditional approach; students can extract key finding from multi-dimensional approaches (Kerzner 2013). Human Resource Planning HR planning encompasses career planning, career development, and succession planning. HR planning helps to shape up careers of employees. This initiative is likely to encounter the highest rate of attrition, causing harm to plans. As an example, many companies cannot find alternative options when the time of change comes. Therefore, every firm should have proper HR planning system to upgrade their employees to take future initiatives. HR planning has helped me to grow my career. HR planning study has incorporated the understanding of how to achieve goals and how to improve specific areas to channelize individual career statistics (Holden and Vaiman 2013). Talent management Every organization knows the need of talent recognition and talent management to succeed in an aggressive market environment. It is a mission-oriented process that which covers all aspects of leadership and management. Talent management studies have helped me regain confidence and understand where to take myself in future. It has created a career-oriented approach and helped me to identify my specialties. Talent is something that very few can recognize and very fewer people can go with their talent. Therefore, proper consultation and counseling process are needed to detect individual talent (Holden and Vaiman 2013). Human resources development HR development process includes encouraging, supporting, challenging obstacles and providing resources for development. HR resource development has helped me to meet the requirement of the university. It has given invaluable feedbacks on the goal achieving. It has provided suggestions for developing activities in career growth. Human resource plans help in maintaining a period to materialize the career target. It has helped me to troubleshoot obstacles. It has made me do enormous revision on how to plan appropriate career opportunities (Narang 2013). Employee terms and conditions Employee terms and conditions are there in every organization to maintain a code of ethics. Employees need to abide by the regulations and code of conducts so that the company culture does not interrupt. This study has helped me to understand the terms and conditions of any business. It has helped me in my career in a way that I can survive in any organization and can maintain the code of contacts of them (Brewster and Wood 2014). Employee reward Employee reward study has incorporated a sense of responsibility in me. It has created a mindset of goal achievement in me. A sense of competition and combating against other has developed by studying employee reward. Getting compensation often can help in achieving new heights and getting promotion in succession (Cao et al. 2013). Performance International HRM International HRM performance helps in analyzing performance in respect to international firms. It helps in attaining the knowledge of international business and international organizational policies. Now, I can understand international HR policies better than before, and it has helped me in being accustomed to international requirement so that I can crack into any international company in future (Weng and McElroy 2012). References: Brewster, C. and Wood, G.T., 2014. Comparative HRM and international HRM.The Routledge Companion to International Human Resource Management, p.121. Cao, Z., Chen, J. and Song, Y., 2013. Do Total Rewards Reduce the Core Employees' Turnover Intention?.International Journal of Business and Management,8(20), p.62. Francis, H., Parkes, C., and Reddington, M., 2014. E-HR and International HRM: A Critical perspective on the discursive framing of e-HR.The International Journal of Human Resource Management,25(10), pp.1327-1350. Holden, N. and Vaiman, V., 2013. Talent management in Russia: not so much war for talent as wariness of talent.Critical perspectives on international business,9(1/2), pp.129-146. Hsieh, C.T., Hurst, E., Jones, C.I. and Klenow, P.J., 2013.The allocation of talent and us economic growth(No. w18693). National Bureau of Economic Research. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Narang, U., 2013. HRM Practicesits impact on Employee retention.International journal of multidisciplinary. Weng, Q. and McElroy, J.C., 2012. Organizational career growth, affective occupational commitment, and turnover intentions.Journal of Vocational Behavior,80(2), pp.256-265.