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Faculty of Business, Environment and Society

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Therefore, bsed on this global International Human Resource Management has proven to be quite challenging in relation to specific aspects. Te world is changing. Tis statement with regards to international human resource management implies that the business world is becoming more competitive, vlatile, dnamic and uncertain than ever before. I order for a firm to become competitive and successful, i has to operate on a global platform (Kramar, 2012). Tis is because the costs that are associated with the inception of development and marketing of their products are to be remunerated on a single market platform.

Mny firms have opted to compete internationally to build up the success of their firms. Hwever, te firms are even more suppressed to manage their operations on a global platform as if the world was a large vast market. A a result of these, tere are many challenges that global international human management practices are subjected to while trying to conduct business operations that can compete on the global market (Perkins & Shortland, 2006). Te essence of international human resource management based on the knowledge of the conditions in different countries and the knowledge of ways to manage both aspects within as well as across them (Armstrong, 2003, p22).

Te challenges of operating on a global platform and employing various categories of workers from different nations are a major variable that clearly distinguish international HRM. Te challenges experienced are based on key aspects of International HRM. Tis paper aims at looking at the challenges that are faced by global international human resource management in relation to the following international aspects: slection and placement, Prformance management, Py and reward practices and Culture.

I the process of recruiting individuals for international operations, iternational human resource managers must focus on identifying global competitiveness of the various potential applicants during the recruitment process. I is mandatory that the selected workforce of a given multinational is aware of the various aspects that are critical for international businesses (Harzing, 2010). Bsed on this, eery organization must possess international knowledge as well as experience during the process of recruitment and. ..

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