The central question that motivates this paper is: “How can one prepare for an international HR career?” To answer the research question, this paper primarily focuses on the skills and abilities needed for a successful career in international HR management and how they can be acquired through individual career management.
The increasing globalisation of business activities that is driven by rapid and extensive global communication, rapid development and transfer of new technology, decreased trade barriers, knowledge sharing across borders, increased travel and migration, and exposure to new countries and cultures necessitates adaptation of all management functions in organizations and particularly impacts the policies and practices of their human resource (HR) management.
In consequence of the proceeding process of globalisation, that refers to the ever-increasing interaction, interconnectedness and integration of individuals, companies and cultures, international HR management plays a critical role to the future success of organizations. This requires developing and recruiting international HR professionals with the requisite skills and abilities to provide solutions for global HR problems, such as training and development, compensation and benefits, or performance management. However, ‘in a world of increasing change, there has never been a greater need to identify what HR professionals must be, know, do, and deliver to contribute more fully to their organizations’.
Table of Contents
1. Introduction
2. Human Resource Management in a global Context
3. Careers in International Human Resource Management
4. Research Findings on Human Resource Competencies
5. Individual HR Career Management
6. Conclusion
Objectives and Themes
This paper examines how professionals can prepare for a career in international human resource management by identifying the necessary skills and abilities and exploring methods for their acquisition through individual career management.
- The evolution of Human Resource Management in a global context.
- Distinctions between domestic and international HR management roles.
- Competency frameworks established by leading HR associations like SHRM and CIPD.
- Strategies for career advancement, including education, networking, and certification.
- The increasing importance of HR analytics and big data in modern HR practice.
Excerpt from the Book
3. Careers in International Human Resource Management
With regard to the question of how to prepare for an international HR career, it is necessary to reflect how HR professionals perform and what defines proficiency at a certain career level. Based on their research the SHRM and the CIPD, two of the largest national human resource management professional associations, developed own competency models that can be used for development purposes and career path planning. These competency models distinguish between different HR career stages and operationalize each level. The ‘Profession Map’ designed by the CIPD describes what successful HR professionals need to know and need to do at four ‘bands’ of professional competence and which challenges HR professionals face when moving from one band to the next (CIPD, 2015, pp. 3-6). Likewise, the competency model developed by the SHRM defines the specific behaviors required for HR professionals at an entry, mid, senior and executive career level of the HR profession (SHRM, 2016, p. 6). In the following, the career levels defined in SHRM’s competency model are exemplified.
According to the SHRM (2016) an HR professional at the entry career level is characterized by little or no experience and hold job titles, such as HR assistant or junior recruiter. HR professionals in such a position support operational functions of the HR department, manage small sized-projects and carry out the HR strategy at the transactional level. Typical examples for the responsibilities at this level are supporting HR initiatives, executing tasks passed down from management or operating at the tactical or transactional level (p. 12).
The next career level is the mid-level. At the mid-level HR professionals have moderate experience in HR with around five years and hold job titles like HR manager, HR generalist or HR specialist. In these positions HR professionals characteristically lead or support operational functions of the HR department, lead or manage small- to mid-sized projects, programs and initiatives, implement the HR plans passed down from management and delegate tasks to early-level staff (SHRM, 2016, p. 12).
Summary of Chapters
1. Introduction: This chapter introduces the globalization of business and the resulting demand for international HR professionals, establishing the central research question regarding career preparation.
2. Human Resource Management in a global Context: This section defines international HR management and outlines the core differences and increased complexities compared to domestic HR practices.
3. Careers in International Human Resource Management: This chapter details various HR career levels and competency models developed by professional associations to guide career planning and proficiency.
4. Research Findings on Human Resource Competencies: This section analyzes empirical research and established competency models, categorizing the skills required for modern HR professionals.
5. Individual HR Career Management: This chapter explores practical strategies for acquiring required competencies, including academic paths, training, networking, and certification programs.
6. Conclusion: The final chapter summarizes the findings and emphasizes the necessity for HR professionals to adapt their skill sets to ever-changing global business requirements.
Keywords
International Human Resource Management, Global Competencies, HR Career Management, Competency Model, SHRM, CIPD, Business Partner Model, Professional Development, Global Mindset, HR Analytics, Talent Management, Strategic HR, Career Advancement, Intercultural Competencies, Expatriate Management.
Frequently Asked Questions
What is the primary focus of this work?
The paper focuses on how individuals can prepare for a successful career in international human resource management by identifying essential skills and understanding how to acquire them.
What are the core thematic areas discussed?
The core themes include the definition of international HR, different professional career levels, competency frameworks from global associations, and various methods for individual career development.
What is the central research question?
The central question is: “How can one prepare for an international HR career?”
Which scientific methods or frameworks are utilized?
The work utilizes a literature-based analysis of industry standards, incorporating competency models from the SHRM, the CIPD, and the RBL Group to categorize professional requirements.
What content is covered in the main body of the text?
The main body covers definitions of HR in a global context, detailed career level breakdowns, an overview of competency research, and practical advice on education, certifications, and networking.
How would you describe the key terminology?
The work is characterized by terms such as competency models, global mindset, HR business partner, HR analytics, and individual career path planning.
How do competency models specifically aid career planning?
They provide standardized frameworks that allow professionals to assess their own strengths and weaknesses, helping them identify the specific skills needed to progress from entry-level to executive positions.
Why is the development of HR analytic skills considered critical?
It is identified as a 'must-have capability' because modern organizations rely on data-driven decision-making, and HR professionals must be able to interpret performance and people data to demonstrate strategic value.
- Arbeit zitieren
- Anonym (Autor:in), 2018, Preparing for an international HR Career, München, GRIN Verlag, https://www.hausarbeiten.de/document/452697
