International Human Resources Term Paper Example | Topics and Well Written Essays - 750 words

International Human Resources - Term Paper ExampleOther global homosexual preference trends include global recruitment, benefits and compensation when an employee falls sick gives birth or is face up with tragedy such may include maternity leave and extended vacations. International human resource trends are activities taken by a company or an organization to make it utilize human resource more effectively (Parry, 2013). These activities are geared towards improving human resource performance through and through education and training. For any sustainable and competitive business in the international arena, there is need for a competitive educated and skilled workforce. With the internationalization of business, many companies are conducting their business in other countries and this is imputable to the rising demand of goods in other parts of the world (Parry, 2013). A successful business need the ability to market products overseas and this has requires the companys workforce to get the right skills needed for the successfulness of the organization. Such training may require the company to send their workforce to further their business and skilful skills in a foreign body politic, which has better training facilities (Maclean and Wilson, 2009). Further education and training of employees in a foreign hoidenish as a global human resource trend has both positively charged and negative effects to the present and future workforce alike (Vaidya, 2006). Human resource training in a foreign country will mean one has to study not only the proficient skills but also the civilisation of the foreign country. The study of other peoples culture will promote social skills, which is important in the world of business (Unesco and the international social science council, 2010). Accepting other peoples culture will promote good relations between the worlds diverse cultures and races hence boost trade and exploitation of the worlds market. However, further traini ng of employees in foreign countries with better good skills has increasingly exposed the employees to racial discrimination and cultural shock (Parry, 2013). This has make the workforce return to their radical countries with low-self esteem and ethnocentrism in other countries has made them undermine or denounce their culture as uncivilized. This has greatly reduced their performance in the organization. Training an organizations employees in a foreign country encourages the mastery foreign languages (Maclean and Wilson, 2009). This will be of benefit to the individual and the organization since language is an important work out in sales and marketing. With globalization, the knowledge of the language of a foreign country in which the organization intends to have its branch promotes understanding between the foreign country and the foreign investor, which is the company in this case (Vaidya, 2006). The get also makes one familiar with the environment in which the organization may have opened its branches. In some instances, further training of an organizations workforce in a foreign country has exposed the employees to unfavorable change in climatic conditions (Unesco and the international social council, 2010). The harsh climate has made some of workforce who had travelled to a foreign country for further studies develop health complications such as pneumonia and malaria which has cost the lives of some employees hence making the company lose both the employees and