STUDENT ID: 11636345

NAME: DARKHANBAATAR GERELCHULUUN

SUBJECT: HRM514
TOPIC 3: REPORT
Table of Contents

II. Executive Summary………………………...……...………………….

II. Introduction……………………………………..………………………

III. Definition of Current trends and challenges of IHMR……………..

IV. Additional sources……………………….……………………………

V. The challenges affect to MNC on the future………………………..

VI. Conclusion and Recommendations……………...…………………

VIII. References………………………......………………………………
 1. Executive Summary

Human resources have been effective throughout the world and recently in several
organizations, which is one of the most important jobs in many successful
corporations. Recruitment and retirement of skilled staff are a hassle beforehand,
and retrieving and retention of their employees by the help of human resources
professionals is a priority for the highest income corporations. Compensation and
employee benefits are a driving force of several corporations, and until recently,
other important factors are the key components to retain key employees. In this
report, will discuss the general basics of human resource functions and performance
management performance systems that differ from the use of annual performance
evaluations, evaluating the performance of different approaches to performance
evaluations, evaluating performance that may affect performance, discussing the
advantages of the capital, discussing modern security and health management
issues at the workplace, and drawing on human resources management discussing
trends and challenges. The role of HR managers is changing in terms of changes in
competitive markets and economic difficulties. Human resource managers need to
play an important role in the organization's success and must overcome different
trends and challenges of human resource management. Future trends in human
resource management are continually raising competitiveness at national and world
levels. To become competitive, organizations are more flexible and able to adapt to
their success. Human resource managers should be able to change, become
employees' sponsors, and modify their teachers. Human resource professionals
should be able to understand their business, understand the general picture, and
influence core policies and decisions.
 2. Trends and Challenges in International Human Resource Management

The role of human resource professionals is to understand that the competitive

market environment is changing and that human resource management must play a
more strategic role in the success of the organization. Competitors can take on their
own potentially disadvantageous consequences for their ability to attract and retain
talent due to their involvement in strategic human resources. As competition
increases, organizations are more adapted, flexible, fast and user-friendly. In the
environmental change, human resource professionals need to contribute to
becoming a change in the organization as a strategic partner and employee as a
sponsor or advocate. To achieve human resources, Human Resource Management
can better understand the organization's big picture and influence key decisions and
policies. In general, the current Human Resources Manager focuses on the
development of strategic personnel and the development of talents. Human resource
specialists may be coaches, advisors, advisors, and succession planners who can
help members of the organization and their loyalty. The Human Resources Manager
is committed to the organization's values, ethics, beliefs, and spirituality, and
especially in the management of workplace diversity. This document highlights how
HR staff can share and reward employee information systems through human
resource specialists, human resource professionals' attitudes, proper human
resource planning, organization, guidance, and control (John & Early. 2012).

Several new trends affect the organization of the organization. Three outlines will be
undertaken as result of these emerging trends: globalization, technology, and
diversity. These five trends negatively affect organizational management and staff in
changing their organizational change. These conflicts are both opportunities and
threats, and if these conflicts are not well coordinated, they will result in a defective
and poor organization at the end of any change process.
 a. Technology

Human resource management is one of the most important departments of each

organization. HRM is the hiring and development of employees, and is more
valuable to an organization. HRM includes job recruitment, planning of hiring,
recruiting, rewarding, evaluating performance, dispute settlement, communicating
with all levels of staff, planning for hiring, hiring for hire, managing wages and
salaries. Technology has made it easier for human resource capacity, gathering,
collecting, delivering data, and communicating with staff faster. Technology helps
reduce the administrative burden on Human Resources, which helps managers
gather information and help them make better decisions. Companies that do not use
the advantages of using technology benefit from companies that do not have the
advantage of using technology. The purpose of this assignment is to describe the
change in technology trends in the organization, which will have long-term impact on
performance and organizational efficiency. Since technology has grown in the past
years, many companies have made improvements in their industry, helping to build
on human resources and help them work more efficiently and efficiently (Hofstede,
House & Leung. 2016).

Human resource management is changing as result of technology, changing

company divisions. Earlier, firms often faced tasks, or internal discrimination,
technology facilitates external distinction. Where, outsourcing, and technology
enables human resource management to provide permanent and transfer
administrative work. In this regard, technology has helped businesses make their
businesses more competitive; They can now make changes in technology trends
today. How does the Human Resources Management Technology Program change
from the topic to the question of how the company's performance and productivity
influence? As result, I have found that technology trends have been more effective in
organizations that are more competitive in human resource development, efficient
recruitment, improved communication and efficiency-enhancing efficiency (Thomas
& Taylor. 2014).
Affect the practices for an MNC (Examples)

Effective recruitment: The employer can judge all those interviewed by technology.
If 80 percent answered in truth the truth, and their biography, if the question was
asked by the employer to ask what the result would include. Employers make it
easier to use intermediary methods. Company profile can be used. Using a company
can reduce the workload of the company by 80 percent. Because of the cost savings
of the company and saving time for the converts, the recruitment period was
confirmed. As result, it is easy to work, more effective and efficient. It is time for
human resource experts to prove that the website is part of their human resource
strategy. All human resource professionals believe that incentives are needed to
save the company's money, and if they receive incentives for financial or other
incentives, they will be rewarded with finding a variety of media, social networks, and
places to find and find other people. occupation. Social media is a very effective way
to involve people, candidates, customers, clients, partners, and potential prospective
people. Most importantly, controllers and employers are spending more time
investing in web sites and spending more time using social networks to hire. It is very
simple, which is about the network. Using the mass media will greatly increase the
ability to build, increase and increase the company's network (Brewster, Gomes &
Briscoe. 2015).

Analysis of Technology trends in IHRM

Human resource technology will help employers to improve employment. It is

possible to find people who can work and contribute significantly to the company's
production and performance. As mentioned in the main topic of the results of an
effective selection process, the company may examine their candidates by
conducting the filters and may be called before their biography or biography
interviews. For example, if a company wants to hire new employees to find a vacant
position in the company, they will attract people to the interview. Who can get more
information and share their experiences by criticizing? Discussing them during the
interviews. Filter the interviewers to determine if they are interviewing during
interviews. Use other profiles to use profiles. By hiring software, the manager helps
you filter and register your candidates. In addition, profiles help minimize the
workload of the company and reduce candidates' profiles by 80 percent and help
reduce workload. It can give them more time to focus on production. Because the
company's workload is reduced by hiring technology, it makes it efficient and
effective. They can find good candidates who can contribute to the company and are
able to work well. If recruiting a wrong person is a job it is more costly to the
company and it is impossible to meet the needs of the company. It affects the
performance of the company and also affects the productivity of the employees to
meet their job requirements. Today, people are spend more time on the internet.
Most of them use smartphones, iPads, tablets, personal computers and laptops
every day on the Internet. Because they use this tool to connect to the Internet, they
allow them to access and communicate information. Increasing web applications are
not only people, but also websites and websites that are used for marketing and web
marketing. The Internet will help companies to advertise their jobs in their websites,
such as Jobseekers.com and Easy.my. For example, in order to find potential PA
candidates, the PA website helps find good employees from each sector. The
applicant should fill out this information and fill out the education, rationale and
achievement before the interview. It is a form of criticism and criticism of the
government before any job. By doing this, technology helps citizens find better
careers, helping the company gain a better position in any of the positions. Using the
Web, the number of social network users, such as Twitter, blogs and Facebook, is
increasing in number, but they also communicate with them, communicate easily to
their customers, and are ready to do any work. The ease of recruitment and
recruitment using web and social networks will also allow volunteers to be
interviewed (Elena. 2014).

b. Diversity

According to Thomas (1992), dimensions of workplace diversity include age,

ethnicity, origin, gender, physical abilities, quality, race, sexual orientation,
educational status, geographical location, income, marital status, military experience,
religious beliefs, parental status, work experience. The future achievements of any
organizations are relies on the ability to manage a diverse talents that bring
innovation, perspectives and perspective to work. If the entity is able to invest in this
exploration bottle of various talents, it can transform the challenges and challenges
faced by workplace diversities into strategic corporate assets. By combining a wide
variety of cultures, gender, age, and lifestyle talents, organizations are able to
respond to business opportunities more quickly and creatively, especially in the
global arena (Cox, 1993), which has to be one of the important goals of the
organization. Most importantly, if the organization's environment does not support
diversity, it is risky for competitors to lose their talents. It is especially true for
multinational companies (MNC’s) who work around the world, employing various
countries, ethical and cultural backgrounds. Therefore, human resource
professionals can focus on, in most cases, the Global Thinking and Local Act.
Workplace diversity challenges are common among SMEs in Singapore. There is a
population of four million, highly skilled and knowledge-based economics. External
talent wants to gain experience in these areas. Therefore, local Human Resources
experts should be trained in artistic-based Human Resource Management training,
which is highly specialized in culturally diverse professional skills. Furthermore,
Human Resources specialists should ensure that these external talents do not
adversely affect career advancement (Mata & Manji 2017). In many cases, the
workplace multilateral management impact depends on the balance of human
resources proficiency. One of the main reasons for the ineffective management of
workplace diversity is that the pigeon-dominant staff are placed on a different silo
depending on their diversity (Martin. Tony & Briscoe. 2016), Unlike diversity in the
real world, organizations that respond to human complexity by broadening their
widespread workforce talents will be most effective in expanding their business and
consumer base. In order to effectively manage job diversities, Coke (1993) suggests
that human resource professionals need to change from an ethnically unbiased
ethos ("our way is the best way"). This is in a relative cultural perspective ("in
different ways"). This change in philosophy should be based on the Management's
human resource management to plan, organize, direct, and control organizational
resources (Future Hr trends. 2014).

c. Globalization
To stay competitive and sustainable, more organizations are offshore outsourcing to
be competitive. In India, Philippines, Malaysia and other countries, low wages and
high education and technological advantages are in the labour force. The 2002-2003
Human Resources Management Association preliminary finds that large number of
people outside of the centre are based in Ford, General Motors and Nestle. Any
company of production or service can find some parts of the work that can be done
outside of the site. Forrester Research projects will deliver 3.3 million US jobs and
knowledge-based jobs abroad by 2015 and 70 percent to India. Communication and
information exchange has become more multicultural and multi-cultural throughout
the world. Global competition and global cooperation are simultaneously in the new
global economy. One of the major consequences of globalization is that it moves
more internationally to the labour market. This makes the world market more
affordable, because it is more affordable buyers. However, there is more competition
for local companies to compete with foreign companies. An international political
analyst at Harvard Kennedy School, Denmark, said that the process of global
integration of goods and services and capital markets has created two sources. First,
reducing barriers to trade and investment increases inequalities between
international cross-border transboundary groups. The first category is capital, highly
skilled workers and many experts. Certified, semi-skilled workers, most middle
managers are ranked second. Second, globalization is contrary to national norms
and social institutions that include them. Produced goods are standardized and
internationally distributed, so many values, norms, institutions, and collective
advantages begin to compete with the market leader in similar commodities. Trade is
controversial when opposing efforts to ease the norms for local and domestic
workplace practices (The economist. 2016).

3. Conclusion and Recommendation

The demand and supply of the parties will likely continue to grow, especially for
skilled professionals. Demand for talented people is growing from both developed
and developing countries. Multinational companies that are willing to adapt to their
resource practices in a global labour market change will only be able to attract,
develop and retain highly skilled workers and be globally competitive. The diverse
and geographically diverse workforce of a culture is the goal of protecting the world's
human resources. Understanding local business practices, understanding the needs
of local consumers, and developing global thinking among employees is essential for
business operations. Human resources should play a role in ensuring the
organization's culture is open to the public.

Human resources should focus on long-term goals of the organization and future
orientation plans. Instead of concentrating on internal human resources, the Human
Resources Department should take a balanced and broad approach. Human
resource departments in the global companies must gather information on factors
such as employees, wages, hiring, compensation, benefits, ethnicity, gender, culture,
ethnicity, data warehouse, and data entry. Using the analytical technique of data, it is
possible to obtain a business understanding of human resource professionals, to
predict changes, and to have operational and strategic knowledge. Human resource
professionals are in the process of achieving the current situation and expect future
shortcomings in strategic skills through strategic planning. Global organizations
should be open, cooperative, open and open to different types of workforce, and
must be composed of highly skilled people.

4. Reference list

John, P.C., Early. M. (2012). Human resource management of International

business. Mc-Grew Hill International.

Hofstede, G.M., House. R.J., & Leung, K.R. (2016). International differences in work-
related values. Software of the mind, New-York: Thompson

Thomas, S. Taylor, M. (2014). Human resource management: A multinational

company perspective. Oxford University press

Brewster, Ch., Gomes, B.L, & Briscoe, D.R. (2015). International human resource
manager management: policy and practice for multinational corporation. Abingdon:
Routledge
Elena, G.Z. (2014). Trends and challenges in the modern human resource
management- talent management: Theoretical articles, case study. Stefan cell Mare
University of Suceava

Future HR trends. (2017). What is the next future global Human resource challenges
and trend. Retrieved from: http://futurehrtrends.eiu.com/report-2014/challenges-
human-resource-management/

The economist. (2016). Classifying work in the new economy. Retrieved from:
http://www.economistinsights.com/search/node/competing%20across%20borders
Hills. G., McIntyre. M., Scullion. H.J. Stone. D.L. (2017). The impact of cultural
values on the acceptance and effectiveness of human resource management
policies and practices, Human Resource Management Review, 17 (2), 152-165.

Mata, G.K., Manji. S. (2017). Recent trends in human resource management.

Retrieving from: http://data.conferenceworld.in/SGTB/P375-380.pdf

Martin. Sh., Tony. J.L., & Briscoe. D. (2016). Current issues and future challenges in
human resource management. International Journal of World Business. 13(2), 123-
125