The article written by Ruth Mayhew (2012) is aimed at discussing the major challenges that are related to the international job market. In particular, the author focuses on recruiting, expatriation, work visas, different business cultures, labor relations, and other issues that can be relevant to companies and employees (Mayhew, 2012). The problems addressed in this article reflect the development of the modern economy that has become extremely globalized and interconnected.
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First of all, Ruth Mayhew mentions the recruitment of employees who may be living in a foreign country. In particular, the writer focuses on the situations when it is necessary to hire candidates who will have to cope with various international assignments (Mayhew, 2012). In this case, managers have to decide whether they should employ local employees or professionals from a host country (Mayhew, 2012). Additionally, the author warns business administrators that they will have to adopt different HR practices when operating in other countries (Mayhew, 2012).
In part, this problem can be explained by the fact that various countries may have different laws, business cultures, and social norms that may not coincide with the company’s rules, policies, or statutes (Mayhew, 2012; Lawler & Hundley, 2008, p. 270). Therefore, firms may need to hire local HR professionals who know the local business environment. It should be kept in mind that the methods that are suitable in the United States may not work in Europe or other regions. As a result, businesses may perform as successfully as they can. So, this is one of the issues that Ruth Mayhew emphasizes in her article.
Additionally, the writer pays close attention to the needs of expatriate employees who have to leave their home country. In particular, companies should ensure that these workers receive adequate compensation for their efforts (Mayhew, 2012). In some cases, these people may have to sell their houses and uproot their families (Mayhew, 2012).
It is quite possible to say that this experience is very troublesome for a person. Thus, the duty of managers is to help expatriates settle in a new location and integrate into a new workplace (Mayhew, 2012). For instance, businesses should assist these employees with such tasks as the search for accommodation, the education of their children, and the employment of their spouses who have to seek a new job. This issue is particularly important for workers who should know what kind of rewards they are entitled to.
It should be noted that possible disagreements between an employer and a worker can give rise to legal conflicts (Stahl & Björkman 2012). Finally, Ruth Mayhew discusses such a question as to the acquisition of work visas. The problem is that it may take the company a significant amount of time to obtain permission for international workers to settle in the United States or any other country.
Overall, these examples indicate that international job market can present businesses and workers with various difficulties. The problems identified by Ruth Mayhew should be considered by HR managers and executives who are supposed to ensure the effective performance of their companies. Moreover, workers should know about various legal aspects of employment and the compensation that they can require. This article shows that the international job market can offer many opportunities for people and businesses; there are many pitfalls that they should be aware of.
Lawler, J., & Hundley, G. (2008). The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits. New York: Emerald Group Publishing.
Mayhew, R. (2012). What Are The Major Challenges In The International Job Market.
Stahl, G., & Björkman, I. (2012). Handbook of Research in International Human Resource Management. London: Edward Elgar Publishing.