Pros and Cons of International Human Resourse

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PROS AND CONS OF INTERNATIONAL HUMAN RESOURSE PROS 

  To balance the pros and cons of home country and host country evaluations, performance evaluations should combine the two sources of appraisal information.



  The challenge for an international HR manager is to implement practices that meet the demand for global integration while maintaining the necessary local flexibility. n



  We come to know about the international practices. For example --- in many European countries  – Like Germany, organizations typically negotiate the agreement with the unions at a national level. In Europe it is more likely for salaried employees and managers to be unionized.

CONS 

  Employment law in the defence, public and private sectors is increasingly challenging and complex.



  The behaviour of organisations, and the people within them, naturally differs. It is necessary for you as a successful international HR practitioner to understand those differences and accommodate them accordingly.



  HR management differs between continents, countries and even regions within countries and one need to be fully aware of these differences in areas such as labour markets, education systems, employment laws and trade unions and how they interact with national cultural expectations to create distinctive employment systems. 

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