Employee wellbeing is important, but HRM or IHRM also views it as dependent on organizational development. HRM is practiced to increase and improve the productivity and efficiency of an organization, such as, Drive global.
It would be very difficult for a single employee to handle all administrative tasks, such as, planning, staffing, recruitment, selection and placing of employees, training in development, performance, compensation and benefits, employment relations of every employee in the company. Hence, HRM helps to handle these administrative tasks more systematically and efficiently.
Due to globalization and its increasing integration into countries, markets and technology, companies like Drive global are able to expand globally enter international markets. Although, expansion is good for the business but it also increases internal and external challenges of the company.
For example, from the video, Lisa has to work with cross culture employees. Therefore, generating awareness of diverse cultures and its sensitivities including salaries, working hours and recognition of an individual work is important and a key feature of global HRM. Drive global HRM is also responsible for choosing, training and developing its expatriate employees. It supports the wellbeing of these employees' family who are also residing abroad.
The external challenges of Drive global is inclusive of social, political, economical, legal, technological and ecological. HRM is responsible to consider each country's political and economical issue before it can send its expatriates to other countries. In other words, it is to make sure that the employees can convey the company's intellectual capital globally. HRM also has to deal with other country's labor laws, taxations, work hours, etc.
Therefore, HR cannot deal with only HRM core activities but also needs to consider the internal and external factors of its company in global environment.