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Managing People in a Global Context


Managing People in a Global Context

Word count 3385


Select a Multinational Company (MNC) of your choice. Justify your selection.

Critically analyze the recruitment and selection, employee development, reward systems and performance management strategies of the selected organization

Provide recommendations for better practice of International Human Resource (IHR) management strategies with justifications at the selected MNC.

Additional information

Table of contents

1.0 Introduction
2.0 Company background
3.0 International human resource practices of EY
3.1 The EPG model
3.2 Recruitment and selection process
3.3 Employee development
3.4 Performance management
3.5 Reward systems
4.0 Recommendations
4.1 Recruitment and selection
4.2 Employee development
4.3 Performance management
4.4 Reward systems
5.0 Conclusion


1.0 Introduction

Due to globalization, international trade has been growth significantly. Therefore, companies enable to easily start its operations away from the home country. These Multinational companies (MNC) need to especially focus on conduct human resource practices by maintaining best practices and adopting local conditions. International human resource management (IHRM) is the process of managing employees across international boundaries by multinational companies. It is a challenge to manage human resources practices of across different countries compared to other sectors such as marketing, finance, operation or production. This study focus on recruitment and selection, employee development, reward system and performance strategies of Ernest and Young Global Limited (EY).

2.0 Company background

Ernest and Young Global Limited (EY) is one of the largest professional services firm in the world. It is considered as one of the “big four” accounting firms along with PWC, KPMG and Deloitte. EY provides many professional services such as assurance, risk management, tax advisory, consulting, financial advisory, technology and legal services etc. Company was founded in Ohio USA in 1903. Before that, it was operated in England as a different partnership and EY was a result of several mergers.
Currently, company operates in more than 150 countries. The company has four main global structures as EMEIA (Europe, Middle East, India and Africa, Amercias, Asia pacific and Japan. There is similar organizational structure and unique dedicated management team in each area (EY, 2019). Area Managing Partner is the leader of the team operates in geographical area. Area Managing Partner is also member of Global executive Board. Currently, EY has over 700 offices in al over the world and more than 270,000 employees work there. EY was recognized as seventh largest privately own company in USA. Further, it has ranked in Fortune magazine among 100 best companies to work in last 21 years. Further, Forbes recognized EY is as one of the best management-consulting firm in the world. In 2019, EY has recorded US $ 36,394 million as revenue. Assurance and advisory services are the main revenue schemes (EY, 2019).
The purpose of EY is building better working world. Company provide insights and quality services, which help to develop trust and confidence in the capital markets in worldwide economies. EY develops exceptional leaders who team to deliver on its promises to all of its stakeholders. Company believe that a better working world should have sustainable and inclusive economic growth. EY use its knowledge, skills and experience to achieve this objective. Therefore, EY play critical role in developing better working world for its clients, communities and people. Therefore, considering IHRM, EY has significant role to play. As a multinational company, which operate all over the world, EY’s international human resource practices set the best practices for the industry. Further, company as providing advisory services, company need to maintain the highest standard in its operation. Therefore, EY is the one most suitable company in the world to study IHRM practices.