International Human Resource Management


This assessment requires you to write an essay in response to following question:
Explain the term ‘culture shock’ and discuss the IHRM policies and practices that
could be used to manage this. In your response, outline an organisational example
that has effectively managed ‘culture shock’.
To successfully complete your essay, the following is required:
1. Before starting this assessment, please read the assessment rubric (at the end
of this document) and refer to Academic Learning Centre and CQU Library Help
pages forthe guidelines regarding writing academic reports. You should always
check the Moodle site for unit-specific instructions, which may be updated
2. Students are expected to engage in extensive research within the academic
literature from the CQU library databases and quality business press publications
such as Harvard Business Review .
3. You must cite at least six (6) relevant peer reviewed journal articles
(absolute minimum requirement). You can cite other academic references such as
books, conference papers, and book chapters but these will NOT be counted as
part of the six (6) journal articles
4. Creating a consistent and professional looking document is important and
demonstrates that you have taken care with the work. Ideally, use a simple font
such as Times New Roman12 point and 1.5 spacing.
5. All assessments must be submitted through the Moodle site. No email
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electronically will be taken as a failure to submit and therefore a zero (0) score will
apply to the specific assessment. Noassessment coversheet is needed to be
attached while submitting throughMoodle.
6. You must use APA referencing. For more information, see:


International Human Resource Management- Culture Shock


IHRM: International human resource is the major thing in the management world. The core business competencies are being controlled by the IHRM. The business developments with all types of necessaries belongings in this world are basically controlled. For the performance management with the recruitment process and also about the growth of management fields will be organized here.   High quality type of considerations is needed here. The global business world is retained by IHRM policies.
Administrating human resource management globally is not trouble-free because of the actuality that it requires to judge the government rule, plans, cultural surroundings as well as policies to be pursued to run the venture in the mass nation. Chief aspect in global human resource management is primary that requires realizing as well as pleasing the government rules of three nations for example parent country nation (PCN), host country nation (HCN), as well as third country nation (TCN).The global HR executive has to efficiently hold these type challenges to be unbeaten in the trade.
Therefore HR executive must know how to recognize as well as assess HR in wider viewpoint to care for each and every one of the workers evenly as well as pay attention moderately at what time they judge in support of any reward along with endorsement. HR manager require pleasing every three countries at what time manager assesses the worker presentation in international organization. Shifting the organization globally it entails dissimilar kinds of workers with dissimilar individual standard of living. The threat experience is extremely elevated as well when contrasting by the domestic HRM. Outer issues for example the development of the mass nation government as well as state of financial system perform a main function as well at what time the business does a trade internationally. These aspects HR executive require to be conscious for the business achievement as well as to accomplish its aim targets (Chew, 2004).




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HR executive should be familiar with regarding host nation customs to decrease conflicts, cultural shock surrounded by collaborators as well as to attain the trade purpose of the organization. Expatriate to defeat from nuisance the organization requires providing introduction as well as instructing them. Evaluating along with measurement of cultural circumstances can be separated into two. They are emic plus etic prospective. Emic submits how own country appear by the side of their own culture as well as Etic is refers how strangers observations regarding their culture. IHR executive is supposed to have obvious facts on the subject of both with view to recognized practices as well as significances of the country and his accepting as well as his vision regarding their significances along with norms. HR executive for a global organization require having apparent perceptive regarding culture for the mass country as well as facts regarding diverse culture do in dissimilar country to direct the organization professionally as well as to evade a few mistakes surrounded by the workers. Executives in the international organization, they require to effort internationally valuing the norms as well as practice of the regions of the nation they employment. IHR executives in the global organization require knowing as well as laboring in line to the cultural variety of working populace for the competence as well as to safe guard the attention of the shareholders (Ashamalla, 1998).
Tesco Company here discussed as an organizational case that has efficiently controlled ‘culture shock’.


Tesco’s Organizational context:


Tesco’s manager requires controlling internal aspects to struggle globally. There are six aspects which manage the company successfully as well as professionally. They are volume, structure, and host nation order, nationalized culture along with verbal communication, stream and level of data, process forms, and control device with biological dispersal.
IHRM performs a fundamental part in choosing along with training public and the aspects influencing HR with few of them are political plus official forms, technology plus the type of the manufactured goods. HRM has the job to choose the right populace in support of the stretched positions. In addition it was conferred regarding the executive's leadership technique in the organization as well as their cultural importance as well as their approach. Mangers require implementing dissimilar approach as per the circumstances to develop Tesco’s performance. There are several dissimilar styles of leadership techniques to control diverse type of circumstances. They are counseling, paternalistic as well as despotic approaches. Partakes is fundamentally forever like to labor, review asks its subordinates to endure detailed purpose, paternalistic is further concern regarding workers who efforts in its company as well as autocratic is have a power on what's its functions (Bennett, 2000).


Tesco’s Training & Development


The training and development procedure is different kind of thing. Those are the fundamental functions of any company. The concept of training and development is related with growth of the company. Training is needed for all the employees and also this is the main thing for any circumstances. Not only for actual benefit but also for the experience training is needed much more.  
Roles of expatriate training hold numerous aspects such as Pre-departure training, effectual cultural training, mass nation trade performances, mass nation labor rules, organization methods, fiscal permissible aspects and rearrangement training with speech training. The expatriates who job in overseas are not be alert of the host nation purpose with cultures. To defeat this matter they should experience pre - departure scheme which assist the workers to recognize regarding the company, purposes of the business with ethnicity of the host nation (Welch, 1988).


Performance Management in Tesco


Performance management is a procedure which emphasizes in running the international business plus develops the body plus commercial performance all together to estimation whether they have attained their aim and pre-resolute aims. Establishing fresh techniques to the workforce which will assists the international party to perform the worker performance to current height to the preferred height. In the course of recognizing the workers performances MNEs can assess the worker's strengths, weaknesses along with spaces between the preferred one with real one. Throughout this procedure they can recognize the workers in dissimilar heights. The presentation of the expatriate resolute through sustain from head offices host nation culture, family deliberation as well as outer surroundings of the supplementary it functions (Aston, & Colquhoun, 2000). 


Tesco’s Employment & Selection for Global Assignments - Staffing


Employment and selection are the significant issue in human resource management. Global employment and selection are significant plus tricky job when performing trade internationally. Employing is essentially picking an excellent applicant for a proper trade following employ, the selection procedure will maintain in the procedure. That is essentially meeting every data plus selecting a top applicant (Dowling, P. J., 1998).
Expatriate breakdown will reason direct expenditure along with indirect expenditure. Direct expenditure comprises airfares, connected rearrangement operating expense plus wages along with training. Indirect expenditure will comprise broken relations with host nation as well as discouraging the local employees. To defeat this aspect MNE must drive information individual for the accurate task previous to driving the employees ensures to be present at the pre-departure agenda. Global assignment will assist the expatriate to achieve information in connected subjects as well as it will guide to attain their career train well.




International human resource management performs a main function in each organization to supply an unbeaten employee’s support as well as accomplish the company goal globally as well. International human resource management frequently relies on HR matters along with challenges. Once appreciating on the subject of the international human resource management it is comprehend that HR executive performs a fundamental job in employing, choosing, training a worker for the exact post internationally. The achievement of the international business depends on HR executive’s selection. HR manager carry a duty to ensure to develop abilities as well as facts of the workers so as to excel in domestic surroundings in addition to worldwide surroundings (Dowling, 1999).




Dowling, P. (2008). International human resource management: Managing people in a multinational context. Cengage Learning.
Adler, N. J., & Ghadar, F. (1990). Strategic human resource management: a global perspective. Human resource management: An international comparison, 235-260.
Chew, J. (2004). Managing MNC expatriates through crises: A challenge for international human resource management. Research and practice in human resource management, 12(2), 1-30.
Ashamalla, M. H. (1998). International human resource management practices: The challenge of expatriation. Competitiveness Review: An International Business Journal, 8(2), 54-65.
Bennett, R., Aston, A., & Colquhoun, T. (2000). Cross-cultural training: A critical step in ensuring the success of international assignments. Human Resource Management, 39(2, 3), 239.
Dowling, P. J., & Welch, D. E. (1988). International human resource management: An Australian perspective. Asia Pacific Journal of Management, 6(1), 39-65.
Dowling, P. J. (1999). Completing the puzzle: Issues in the development of the field of international human resource management. In Management International Review (pp. 27-44). Gabler Verlag, Wiesbaden.


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