International Human Resource Management (IHRM) can be defined as a set of activities targeting human resource management

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International Human Resource Management (IHRM) can be defined as a set of activities targeting human resource management at the international level. It strives to meet organizational objectives and achieve competitive advantage over competitors at national and international level.

Furthermore, International human resource management (IHRM) is defined as “the set of distinct activities, functions, and processes that are directed at attracting, developing, and maintaining multinational enterprises' human resources” (Taylor, Beechler, & Napier, 1996, p. 960).

It is all about the regular HRM activities but at the international level. IHRM helps an organization manage its objectives without sacrificing its competitive advantage in an international scenario. The idea behind global human resource management is much similar to regular HRM.

The features of international HRM includes Greater creativity and innovation. Awareness about the need to maintain sensitivity in dealing with foreign customers. The possibilities of hiring the best talent and creating a “super organizational culture” using the best of all the cultures and evolving universally acceptable HR policies and practices.

1. How does the Vodafone conduct its international recruitment and selection? What would you do differently & why?

2. Describe the recruitment and selection criteria used by the Vodafone Company? What would you do differently & why?

3. Examine the form and content of contract of employment for expatriates, including their term in office in Vodafone? What would you differently & why?

4. Explore what the Vodafone considers as key limitations or constraints encountered while hiring or engaging the services of expatriates? What would you differently & why?

5. Analyse what the Vodafone considers as key reasons why expatriates on international assignment failed or succeeded in your chosen organization? What would you differently & why?

6. Relate some of the problems faced by expatriates prior to and after relocation to the host country in Vodafone? What would you differently & why?

7. Describe both internal and external factors the Vodafone consider would enhance or reduce difficulties for an expatriate to effectively perform his/her designated roles and responsibilities in his new assignment what would you differently & why?

8. Assuming you are the Director Human Resources (DHR) in the Vodafone Company, what would you do differently to prepare an expatriate before, during, and after taking up assignment in one of the subsidiaries located in another country where the organisation of your choice operates from? Discuss