However, the nature of their work and the type of organization they work for will determine how these common environmental factors are perceived - whether they are seen as positive or negative, threats or opportunities
Over the last two decades there has been a profound shift in thinking about the role that people play in the success of the business, with a growing view that the management of people is a key organizational capability and one, which should be highly integrated with the strategic aims of the business. A cornerstone of this notion of International human resource management is the creation of linkage or integration between the overall strategic aims of the business and the human resource strategy and implementation
Managers should keep informed about important factors and developments in both their external and internal environments. They can do this by constantly 'scanning' their environment, which is, by establishing and maintaining a network of contacts, maintaining good communication channels, keeping up-to-date in their field and monitoring important issues and activities.
It is not necessary to be an expert on modern day business to know that there are few organizations entirely limited by national boundaries. The smallest independent entrepreneur in the UK will have office equipment made in Japan or the USA. At the level of large trading organizations, many of these companies operate across the globe or are the competition with the companies operating in that way. It is indeed impossible for most employing organizations to act as if their world was bounded by the national border of the country that is their home base. Across the world there is increasing extension of trading blocks, increasing development of internationally operating multinational corporations (MNC's), and increasing internationalization of business.
International marketing is the performance of business activities designed to plan, price promote and direct the flow of the company's goods and services to consumers or users in more than one for a profit. (Cateora & Graham 10)
A key factor in the increasing internationalism of employment is that there are cultural differences between nations. There are differences in national attitudes and value systems.
International human resource strategies
It is argued that all international organizations will have to develop international HRM policies and practices. This will manifestly not be easy.
On the other hand, it will be crucial to the success of the international business. Schuler et al (1993:721) define the field as covering
Human resource management issues, functions and policies and practices that result from the strategic activities of multinational enterprises and the impact on the international concerns and the impact on the international concerns and goals of those enterprises.
Most international business employ both locals and expatriates; most have overall strategies and try to be culturally aware in each country; they aim to be successful in each location, and successful overall. If they are to achieve this they will need to have clearly thought out, well integrated human resource strategies that are part of , and contribute to , their overall international