International Human Resources Management Strategies Essay

International mankind Resources Management Strategies - Essay ExampleSome companies tend to lack the knowledge that globalization is closing the breach on how we relate to others. This paper on International HRM aims to assess various primal issues associated with the management of man resourcefulnesss in a global environment, such as the key strategies or challenges face by companies in operation(p) in international locations the most effective approach recommended for global companies to operate in(predicate)ly in an international environment etc. For the purpose of this study, Nike Inc., is chosen for discussion and analysis. International HRM strategies Nike Inc. Nike Inc., is an international footwear, sportswear and equipment supplier headquartered in Washington, U.S.A, and having branches all over the globe. The company truly reflects the characteristics of a truly global multinational brand, due to its successful operations in international markets. Nikes internatio nal HRM strategies involve introduction of market driven policies aimed at profit maximization. Led by messary Phil Knight, Nike Inc.s phenomenal success in international markets was achieved by outsourcing bulk of its manufacturing operations to low-wage countries such as Indonesia, Vietnam and China. The company received flak for its outrageous HRM policies whereby young children and other workers in the Nike factories were made to work for long durations in unsafe work environments, raising alarm in the international community (Aswathappa & Dash, 2007). However, ever since the company has focused on improving its working conditions and rewired its approach to humanity resource management by introducing polices focusing on an integrated and multi-disciplinary team to support and monitor its outsourcing operations. The company straightaway focuses on worker safety and sustainable business as its core business strategy and vision (Nike Inc., 2012). Global challenges of IHRM A sig nificant number of organizations have internationalized their operations over the past couple of decades. This raw trend has given rise to global challenges with regard to the management of human resources across international borders. The key challenges faced by managers today, with regard to International HRM complicate aligning its resources and work practices with those of the horde nations increasing jeopardy of global terrorism change in patterns of hiring and staffing ethical and CSR challenges strategic challenges etc (Dowling, Festing, and Engle, 2008). However one of the most insistence issues faced by multinational companies today is to monitor and supervise the code of conduct and HRM practices in the host countries. Various multinational companies such as Nike, Benetton, Levi Strauss, Reebok, Adidas etc., among many others have faced severe criticism in their home country for their unethical work practices. These companies have been accused of child labor and violat ion of human rights thus resulting in a serious negative impact on its brand image. Similar challenges were faced by companies like Google for its questionable ethical practices in China Coca Cola for its CSR practices Allure journey Lines strategic challenges etc (Dowling, Festing and Engle, 2008 Deresky, 2007). Some of the other key challenges faced by the multinational related to international HRM include those associated with ethnocentric, polycentric, geocentric and/ or region centric approaches. Ethnocentricity refers to