International Human Resource Management Strategy: Facing Global Challenges

Benny Ariyanto; Hotmarulitua Manalu; Sopiah; Ludi Wishnu Wardana

doi:10.63922/ijebir.v4i03.1735

Benny Ariyanto Universitas Negeri Malang
Hotmarulitua Manalu Universitas Negeri Malang
Sopiah Universitas Negeri Malang
Ludi Wishnu Wardana Universitas Negeri Malang

DOI: https://doi.org/10.63922/ijebir.v4i03.1735

Keywords: International Human Resource Management, IHRM, Domestic HRM, Global Challenges, Workforce Management Strategies, Cultural Diversity

Abstract

International Human Resource Management (IHRM) is becoming increasingly important in the context of growing globalization, where companies operate in multiple countries with diverse business environments. This article discusses the basic concepts of IHRM, the differences between domestic and international HRM, and the challenges and strategies that can be applied in managing a global workforce. IHRM not only focuses on employee management, but also considers cultural differences, diverse regulations, and local needs that are unique to each country. The differences between domestic and international HRM lie in the complexity of the operational environment, recruitment processes, and development skills. Challenges include cultural differences, regulatory compliance, and skills availability. To overcome these challenges, companies need to implement strategies such as cross-cultural competency development, technology utilization, and flexible policies. With an adaptive and strategic approach, companies can improve the effectiveness of global HR management and achieve competitive advantage

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