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International Business Personal Statement

Interaction with business professionals has led me to believe that today we require more, and better skilled, management and organisational personnel if we are to continue to compete effectively in global markets. Human resources, in particular, is an area I am incredibly interested in and hope to study at university.

Studying Graphics, I became interested in businesses because as well as working with them, I have to research and understand them in order to create effective designs. I focus on ethics and different cultures to make sure that my designs are suitable for their target audience. I also have experience in analysing and evaluating different personalities, needs and aims so that my designs and research are as high quality as possible. Furthermore, my study of two languages has allowed me to enhance my knowledge of communication. I feel that this is important for a career in Human Resources as working and communicating with different people is a key part of the role. These subjects have allowed me to develop my independent study skills and have given me the opportunity to learn how to solve problems within my work.

Throughout my education, I have taken part in many different activities. Including helping with sports days, school shows and mentoring GCSE students. In February 2014, I took part in the National Citizen Service; this enabled me to develop leadership skills. Firstly, I went on a three day adventure where I learnt many different team-building skills. Included was a business challenge ran by ‘Coca Cola’ where we had to work within our teams to create a new soft drink, this included the design, advertisements, ingredients and the profit we would make. Here, I had a management role and had to lead and make sure the team worked together effectively. My team won the challenge. We were also asked to raise awareness for a local charity. Consequently, we planned a range of fundraisers. In order for them to be effective it was important for us to work together, organise and structure our ideas. Altogether, we made over 600 pounds for the Sarcoma UK cancer charity. I feel that my NCS experience not only provided me with lots of skills that are key to success at university but also gave me the confidence to go and take part in other opportunities, for example, I spoke about my NCS experience in front the year 11 students at my school. I think that this really shows my commitment to something I love and I feel these are factors I would use in university life and my chosen course.

After this, I was presented with another opportunity: Project Aspire, run by Ashfield In2Focus. For this, I had to submit an application and have an interview and was successful in gaining a place. I have already been through a number of processes in order to develop my skills including an MBTI test, brain teasers, I also had to provide a professional presentation about an interest or hobby. On top of this I worked in a group to provide a presentation on ‘My Community’ and have just completed a Charity Fundraiser with my team. The goal is to develop as a person and provide me with the personality and skills needed in a working environment.

I have also gained as much work experience as I can. I have used my summer holidays to work in offices and gain knowledge on basic and more advanced office routines and policies. I have attended meetings, including one with a local MP and another with the Chamber of Commerce. As well as this, I am also an Avon Representative, whereby it is my job to sell Avon products to various different people. I feel that this has provided me with more communication skills and has allowed me to deal with different situations that would come up in the working world. I am really looking forward to beginning my studies at university as I know gaining a degree will help me to develop my skills for the future and truly engage me in the world of Human Resources.

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Effective HR Manager Personal Statements to Consider

Table of Contents

A successful human resources manager manages both the work and its workers. This involves having a deep understanding of how to use the tools and resources available to create an environment conducive to creativity and productivity.

This article has tips and examples to help human resources managers craft good statements. In the end, you should be able to find an effective  HR manager personal statement  that fits your needs.

Tips for Writing an Effective HR Manager Personal Statement

A successful human resources manager must be able to successfully manage both the work and its workers.

Crafting a statement that effectively articulates this is essential for standing out from other applicants. It helps demonstrate why you are best suited for the position. Here are some tips to keep in mind when writing an effective human resources management personal statement .

Understand Your Audience

The first thing you have to do is to understand your audience. Are you writing the personal statement to apply to a school or for a human resources manager role in a company? An understanding of the audience will help you tailor your statement accordingly.

Showcase Relevant Experience

Your experience is one of the most important factors in your application. Irrespective of who your audience is, they want to know how you handled previous human resources management positions.

So, you shouldn’t forget to highlight it! Demonstrate how you have applied your skills in real-world situations by detailing past positions or projects you’ve worked on and their results.

Keep It Concise

Yes, it’s like an essay, but you shouldn’t make it too lengthy. An effective statement does not need to be lengthy. A few short paragraphs should suffice. Utilize succinct yet descriptive language to make sure your message is clear. Avoid repeating yourself; instead, focus on painting a vivid picture of your capabilities.

Offer Specific Examples

It can be difficult to quantify the impact of certain achievements, especially if they happen while working with a team. To really emphasize your accomplishments, provide concrete evidence using facts and figures wherever possible.

Well-Written HR Manager Personal Statement Templates

We have some well-written samples of human resources manager personal statements for you. These samples paint a clearer picture of what your statement should look like.

I am an experienced human resources manager who is highly motivated to pursue a postgraduate degree to further my development. With five years of experience as a human resources manager, I have extensive knowledge of recruitment strategies, conflict resolution, and employee benefits. 

My practical knowledge, combined with a university education’s theoretical framework, will allow me to expand my expertise. My ultimate goal is to use what I learn to build a more positive workplace environment for employees. I hope to build an environment where everyone can access the resources they need to succeed. 

In addition to providing guidance and advice on human resources matters, I also strive to build trust and relationships among coworkers and leaders. I do this through effective communication and support. With strong organizational abilities, excellent problem-solving skills, and proficiency in multiple languages, I’m confident in my ability to rise to any academic challenge. I’m excited about continuing my journey of professional growth by pursuing a postgraduate degree.

I have had a distinguished career in the business world. And now, I am ready to take my professional development to the next level with postgraduate studies. As an experienced HR manager, I possess an extensive understanding of employee relations, organizational design and leadership training. These are all key components for any successful business. To ensure that I remain at the cutting edge of this ever-evolving field, I’m eager to pursue a university degree. This will allow me to refine my skills and expand upon my existing expertise. 

With over ten years of experience managing complex groups, I believe I can bring valuable insight to the classroom. My impressive track record has seen me lead major projects while also inspiring others through mentorship and coaching. In addition, I am able to combine advanced technical knowledge with superior interpersonal communication — essential attributes for any leader. 

Above all else, I view education as a lifelong pursuit, and it’s my goal to become the best version of myself. For this reason, I’m confident that furthering my studies will enable me to create tangible value for businesses seeking innovative leaders.

As a highly experienced human resources manager with over 15 years of experience, I have developed and implemented many new HR policies. These policies include training, recruitment, employee relations, payroll, and compliance. My passion for this field stems from my innate desire to nurture the growth of employees within an organization. I want to build a harmonious work environment through equitable plans and effective communication. 

I possess the ability to recognize potential conflicts among staff and also identify ways to resolve them swiftly. Additionally, I am adept at liaising between executive-level management and teams to ensure all parties are being heard and respected. This has enabled me to build strong relationships with staff as well as foster successful partnerships between departments throughout numerous organizations. 

My goal is to utilize my expertise to help the business while ensuring the best interests of the company and its workers. I look forward to working with you and offering a fresh perspective on how to optimize human resources management practices.

As a seasoned HR manager, I am passionate about developing and implementing new policies to improve the organization’s growth and success. My expertise in human resources management includes hiring top talent, monitoring staff performance, and creating employee benefits packages. With my background in human resources operations, I look forward to bringing fresh ideas to the role and helping the business reach higher heights. 

I thrive on being part of a team where collaboration is encouraged, creativity abounds, and innovation is rewarded. I have an eagerness to learn and apply new strategies to make sure companies stay competitive in this ever-evolving market. By leveraging cutting-edge technology and analytical tools, I develop effective solutions to meet organizational objectives. Additionally, my interpersonal skills empower me to foster positive relationships with personnel at all levels. 

As a dedicated professional with considerable experience in human resources management, I am confident that I could make a tangible contribution to your organization. Thank you for considering my candidacy.

The human resources manager is an important member of any organization. They see to the management of individuals in the organization. The HR manager personal statement templates above were generated with the Hey INK tool . You can also generate something like this or even better with the tool.

Abir Ghenaiet

Abir is a data analyst and researcher. Among her interests are artificial intelligence, machine learning, and natural language processing. As a humanitarian and educator, she actively supports women in tech and promotes diversity.

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Human Resource Management Personal Statement

This is a sample personal statement written by our professional writer. Please note that our website is scanned by various anti-plagiarism software, so do not attempt to copy/paste this personal statement. You will get caught and your university career will be over before it has begun! To get a custom-written personal statement, just complete the order form and we will write an original personal statement, based specifically on the information you give us, which will never be published or resold.

Human resource management is an area of industry and commerce that is ever-increasing in importance. It is an area that has gone from strength-to-strength as the emphasis on the workforce has developed in recent years, and now a vital cog in the machinery of any business.

It was by chance that I became interested in the real value of human resource management when I went on a work placement as part of my business studies GCSE course in secondary school. I was placed with a large pharmaceutical company for two weeks, and at first was horrified to find out I would be spending that time not with the chief executive as I had hoped, but in the human resources department. It would be accurate to say at that point in my life I had absolutely no idea what human resources was. Over the course of a fortnight, however, I quickly realised the sheer scale of the task the human resources team had on its hands when it came to managing a workforce of more than 3,000 people on just one site.

I took this new found knowledge with me through my A-Level studies where I achieved good grades in economics, mathematics and business studies and was always keen to try and apply what I had learned during my work experience to my time in college albeit it very limited in opportunity.

During my time in college I once again embarked on a two-week work experience placement, this time with the human resources department within a major NHS Trust, which once again proved to be a real eye opener. The sheer scale and diversity of the workforce that is needed to run an acute hospital is almost unparalleled. I found the number of different roles to be played out as part of such a large human resources team very interesting, and was pleased to be allowed to get involved in a number of workforce projects and develop my own understanding of human resource management. There were times during this work placement when emergency staffing policies were being implemented that I found out just how much pressure could be involved in this line of work, but I enjoyed every minute of it.

I feel there is a wealth of challenging and exciting opportunities to be found when examining effective human resource management in both the public and private sector

I want to further develop my skills and understanding of human resource management to enable me to pursue a career in this field once I complete my studies.

I am a very ambitious and driven individual and am focused on pursuing a career in the field of human resources. I feel this is an exciting area in the business world today and one that I have the ability and aptitude in which to succeed.

Your personal statement is vital in ensuring you get the university place you want. Don’t take a chance with it. Secure your university place today!

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Introduction to the Global Human Resources Discipline

The global human resources functional area deals with all aspects of HR within the worldwide context, including U.S.-based entities doing business internationally or non-U.S.-based entities operating in their own locale or worldwide. Leaders in organizations ranging from Fortune 100 multinational corporations to smaller firms that import raw materials from abroad need information on how to practice human resources in a global economy.

Overview Global Facets of HR Functional Areas

Business leadership

Benefits and compensation

Ethics and social responsibility

Employee relations

Labor relations

Safety and security

Staffing management

Additional Resources

A multitude of international trade agreements allows for the ease and cost-efficiency of products moving across borders, and according to the U.S. Department of Commerce, nearly 96 percent of the world's customers lie outside the United States. This represents a phenomenal market opportunity for companies worldwide.

Even organizations with a primarily local or domestic focus recognize that global issues have an increasing influence on markets, supply chains and business practices. Employers must develop new competencies, mainly through developing cross-cultural understanding and substantial knowledge in international employment legislation, labor law and economic trends. See  Goodbye NAFTA, Hello USMCA .

Companies are lured into developing countries not only by cheap labor but also by increasingly skilled or trainable labor and proximity to growth markets. No longer are other countries entirely dependent on the health of the U.S. economy. Emerging markets are rising sources of talent for tech jobs necessary for the future of work. See  Canada Replaces U.S. as Top Work Destination .

Global Facets of HR Functional Areas

The practice of global human resources is a functional area in itself, as well as a facet of all other HR functional areas.

The subject of global business leadership is the focus of much research, and increasingly, organizations are looking at what it takes to be an effective global leader. While there is no quick answer, research points to common themes to help HR professionals build a global leadership development program.

Part of the challenge of global leadership is adjusting leadership styles to the particular culture(s) where the organization does business.

An effective global leader is one who has the ability to master international business issues, set direction, effectively lead people from different cultures and nations, and align global resources. A global leader should have a global mindset (i.e., the ability to take an international perspective and be inclusive of other cultures and views), sensitivity toward global diversity (i.e., the various ethnic, cultural, religious and class groups that exist within a global enterprise), and respect for human dignity and the welfare of all employees—wherever they may live and work.

The global leader must be concerned with global integration, that is, a strategy that emphasizes a consistency of approach, standardization of processes and a common corporate culture across global operations despite differences among cultures and laws. See  Leadership Traits that India-Born CEOs Bring to Global Companies .

The cost of talent is a key factor in employment considerations and particularly so for companies operating in multiple global markets or thinking about expanding across borders. As companies aim to streamline their benefits and compensation plans, many attempt to globalize their offerings. What often emerges from this effort is a global philosophy about how employees are remunerated that is flexible enough to be adapted locally.

More countries that were slow to adapt individual incentive plans are warming up to the practice. While a global incentive plan helps create a more cohesive culture, implementing it can be challenging.

Knowledge of local payroll laws and wage and hour requirements is needed to ensure compliance in other countries. As in the U.S., these requirements may include issues such as minimum wage and overtime pay, income tax withholding and reporting, unemployment contributions, retirement and social services withholding and filing, and record retention requirements.

Different types of incentive pay often come into play in a world market. Decades ago, for example, oil companies lured employees into taking dangerous jobs overseas by offering extra compensation, coined "danger pay." Today, incentive allowances (sometimes referred to as location allowances), such as mobility, foreign service, hardship and danger pay, are premiums offered by companies to encourage employees to accept different types of expatriate assignments. To determine the right amount, organizations need to take into consideration several factors, such as housing, crime and remoteness.

While international HR consultants are probably the best option for setting up global pay structures, employers also may search the Internet for international salary surveys and fringe benefits data. However, keep in mind that some data found on the Internet may be misleading or unreliable.

Multinationals Strive to Meet Stringent Pay Equity Requirements

How do we handle income taxes for expatriates?

Companies in India Tailor Benefits to a New World of Working

Business ethics and sustainability are important elements of operating in another country. An organization's practices in this area can be effective in communicating the employment brand to all potential and existing employees as well as to governments in other countries. Corporate social responsibility (CSR) is a burgeoning global trend that HR can influence.

CSR is defined as the commitment by organizations to balance financial performance with contributions to the quality of life of their employees, the local community and society at large. HR has an opportunity to use CSR to brand its employment message globally. Workers actively seek out employers that promote social and environmental responsibility. CSR initiatives help bring together disparate multinational company cultures.

Cultural differences, language barriers, religious practices and sexual orientation all factor into the modern workplace. Take this concept global, and even more complicated issues emerge. Transplanting an organization's diversity programs in another country requires researching the issues, which may be vastly different from the ones encountered in the home country.

The CIA World Fact Book has country-specific information related to cultural differences. Expatriates will need to be familiar with the country's culture to successfully transition into the new environment.

Gender Discrimination in the Chinese Workplace

Helping Expatriate Employees Deal with Culture Shock .

Cultural Awareness Is Needed in the U.S. as Well as Overseas

The Next Level of Diversity for Companies in India

Living and working internationally bring forth challenging issues in employee relations, performance, absenteeism and motivation. Understanding cultural differences is imperative to an inclusive workplace and can ease many employee relations issues. See  10 Ways to Learn More about Other Cultures .

Many multinational employers offer a global employee assistance program (EAP)—often referred to as an international EAP, or IEAP. EAPs provide solutions in diverse cultural situations to support or maintain maximum on-the-job performance. Consequently, multinational organizations have begun to offer their international employees—including their non-U.S.-based workforce—the benefits of an EAP. See  How EAPs Are Helping Employees Handle Grief, Loss in India

Global labor relations, in particular the flexibility of the labor market, is one of the first factors to take into consideration when deciding where to operate abroad. Union representation, called works councils in many European countries, can play a large part when employing individuals in other countries. How pervasive are the unions? How powerful are they? What industries do they cover? What are the restrictions? For example, works councils in Germany have broad information, consultation and especially determination rights. The council must be consulted on many workplace details such as how employee time is recorded. Failure to consult the works council before an employee in Germany is terminated will void the dismissal. See  Germany: Works Council Must Consent to Time-Keeping via Spreadsheet .

An organization's safety and security policies, procedures and practices may need to be developed, revised and implemented as a consequence of its presence in a foreign country. Understanding and following a host country's relevant laws and regulations and establishing the organization's own safety and security measures are essential.

The COVID-19 pandemic is an example of how employers in different countries all were forced to adapt to a global health and safety crisis. Ever changing guidance that varied around the world made managing the health risk even more cumbersome. See  COVID-19 Measures Adopted in Dubai and Abu Dhabi and New Rules Aim to Stop Spread of COVID-19 in South African Workplaces .

Compliance with the U.S. Occupational Safety and Health Act will not be adequate or even appropriate when operating in other countries, which have their own labor and safety regulations. In some aspects there is a need for global consistency; for example, the United Nations Globally Harmonized System of Classification and Labelling of Chemicals has addressed chemical labeling and classification. See  European Agency for Safety and Health at Work (EU-OSHA) .

Understanding various global risks is necessary to formulate appropriate safety and security policies. For example, threats of terrorism against certain country nationals doing business in particular countries are a fact of life. In some areas, expatriates, particularly executives, may need security protection.

Geographic, cultural and technological factors pose challenges in developing safety and security plans that integrate a variety of jurisdictional imperatives and cultural norms.

Globalization poses challenges in global staffing management for multinational corporations. What works well in one country might not work nearly as well in another country—and might even be illegal.

Some particular staffing management challenges associated with global HR include global recruiting, global relocation, international assignment management and global outsourcing.

The U.S. Department of State website has visa and work permit information as well as additional country-specific information. If you are planning to use expatriates, obtaining and communicating country-specific visa requirements will be an important step in preparing these individuals for their new assignments.

See  SHRM U.S. Employment Immigration Specialty Credential .

Global recruiting. Thanks to the accelerating globalization trend, companies have more options to find the best people for the right jobs. Global HR professionals are being asked to source candidates for numerous positions—not just IT and support, but management, research and development (R&D), sales and marketing—from around the world. HR will need to identify, screen, test, interview and move talent into jobs more quickly and seamlessly than ever before, challenging HR professionals to figure out which recruitment strategies work best in which cultures. When recruiting in Asia, for example, HR should focus on attracting candidates with diversity, work/life balance, recognition and project responsibility. When recruiting in Europe, the focus may be on empowerment, job fit, work challenge and opportunities for movement. See  Recruiters Hire Locally for Global Work .

Global relocation. Concerns about family and trailing-spouse issues continue to dominate the reasons why employees turn down expatriate assignments. Careful selection, preparation and communication can help ease the transition. As for logistics and support, each destination, be it China or the U.K., comes with its own special challenges. See  What to Consider Before Letting UK Employees Telework from Another Country and How Technology Is Helping Global Mobility Professionals .

International assignment management. International assignment management is a complex function but one that offers the HR professional many opportunities for growth as well as the chance to contribute positively to the expatriate employee's experience and the organization's bottom line. See  Managing International Assignments and Structuring Expatriate Assignments and the Value of Secondment .

A failed assignment can be quite expensive: The cost of a three-year international assignment can easily exceed $3 million. The increasing importance of global business to a company's bottom line means that international assignment management will only grow in value as a critical skill for HR practitioners.

Due to family concerns and the lack of robust repatriation programs, many employees are reluctant to take international assignments. HR professionals are responding by getting creative with shorter-term assignments or commuter options for employees, depending on the scope of the project.

Repatriation

HR professionals can take a number of steps to ensure that expatriates enjoy a smooth return home and that the company can maximize the expatriates' valuable international experiences. To improve retention and satisfaction of returning expatriates, HR professionals should consider the following suggestions:

• Conduct post-assignment career planning before the individual leaves the foreign post.
• Facilitate mentor relationships among senior executives and expatriates.
• Assign a home-country mentor and an overseas mentor to expatriates.
• Maintain strong, regular communication during global assignments.
• Require home visits, and encourage expatriates to use them to network professionally.
• Keep expatriates in the forefront of succession planning.
• Provide repatriation assistance to address assimilation and reverse culture shock when returning home.
• Tap repatriates to serve as trainers for future expatriates.
• Provide forums for repatriates to share their experiences.
• Develop a tracking system to determine if repatriation turnover is a problem.

Offshoring. Offshoring is the relocation of business processes and services from one country to another. As technology allowed for more white-collar jobs to be offshored to India, China and Eastern Europe, many U.S. companies rushed into the practice, lured by promises of major savings in payroll.

But reality quickly set in as cultural challenges emerged, quality of service and products declined, and a consumer backlash set in. Offshoring of HR, IT and R&D will continue, but companies will need to consider the pros and cons, the training and knowledge transfer, and the cultural understanding needed to make the practice successful. See  White House Orders Review of Foreign Hiring by Federal Contractors and Italy: New Measures May Impact Most Employers Planning Layoffs .

Between a growing global economy and the shift from production orientation to a knowledge and service orientation, organizations increasingly seek avenues that offer greater flexibility to remain competitive. Recruiting and retaining the best talent—wherever that talent may be—is one of the best ways to compete. Accordingly, HR needs to leverage technology solutions to enable employees in dispersed locations to work together in global virtual teams. By using virtual teams, companies can take advantage of competitive synergies that teamwork offers along with the advancements in information and communication technologies. 

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The most pressing challenges of international HR (and how to solve them)

The best strategies for overcoming these common challenges.

PUBLISHED ON

August 18, 2022

As a growing number of companies look to hire internationally, human resource management can quickly become complicated. Several countries, including Italy, Australia, The United Kingdom, Canada, and Indonesia, increased their international hiring rate since the start of the COVID-19 pandemic . As companies look to source employees from a global pool of talent, effective human resource management becomes increasingly important. 

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Handling human resource management is always challenging, and adding an international layer only increases the complexity of operations—from maintaining legal compliance to navigating cultural barriers of a diverse team. It’s essential to be informed about the challenges of managing a global workforce before making your first international hire. 

In this article, you’ll learn about the top challenges that international human resource managers can expect and the best strategies to address them. 

International human resource management

International human resource management involves creating strategies for the effective management of employees to benefit an organization. It serves an important role in maximizing the employee experience to improve employee performance and serve broader company objectives. 

International human resource management oversees several important business functions, including:

• Selecting, recruiting, and onboarding global employees;
• Policies for time off, compensation, and benefits;
• Establishing and maintaining company culture;
• Opportunities for professional development and training;
• And the legal compliance of an organization’s human resource policies.

Juggling all the different facets of an employee’s experience is no easy task, and working across borders only adds an extra layer of complication. Anyone tasked with international human resource management must navigate several unique challenges of working at a global scale in a remote environment.

Top international HR challenges

These are the most prominent challenges for managing human resources for international, distributed teams.

Managing different cultures

International teams represent a diversity of cultures. This diversity can be greatly beneficial, offering a dynamic work environment that promotes different perspectives, creative problem solving, and greater employee engagement. 

However, international human resource management departments must overcome several cultural challenges for companies to reap these benefits. HR managers must consider a company’s policies in the context of all the cultures represented by its personnel. 

Building a cohesive company culture becomes more challenging as global teams increase in diversity. For example, language barriers can make it harder for employees to communicate across teams, hindering important opportunities for collaboration. 

Meanwhile, cultural differences can lead to misunderstandings and alienation if not appropriately taken into consideration. Different cultural perspectives can also make it harder to build a set of shared norms and values. Working in a remote environment only amplifies these challenges. 

Overcoming distance

International human resource managers must also consider the geographic constraints of managing a global team. Setting regular meetings and promoting inter-team collaboration across international borders creates its own set of challenges. 

Companies need to leverage their resources and technologies to overcome time zone differences , foster relationships, and offer consistent professional development opportunities to unite their global workforce. 

Geographic distance can also create disparities in access to leadership. For example, HR managers must consider how a company’s high-level strategy is shared and communicated with everyone if the C-suite executives are all based in one region or country.

Ensuring legal compliance

International teams must remain compliant with all the local labor laws and regulations of the countries represented in their workforce. Local culture plays an important role in dictating legal labor requirements and norms. 

Navigating these different requirements while building cohesive company-wide policies is an important challenge for international HR managers. 

Legal compliance is an ongoing area of development as local laws can change from year to year whenever new legislation is passed. International HR managers must be able to keep up with these changes and adapt as needed. Lack of awareness or training can lead companies to violate regulations by accident—a financially and reputationally costly mistake. 

Ways to address the most pressing international HR challenges

Companies must develop strategies to overcome these challenges in order to remain legally compliant and attract top talent globally. 

Remain up to date on local laws

Before hiring employees in a new country, set aside time to research the local and federal labor laws. This will ensure you are aware of any adjustments you may need to make to company policies before you onboard any new employees.

Staying ahead of the curve with legal compliance will reduce stress by a lot and pay off in the long run. Make sure to audit legal requirements to keep track of any changes that need to be made. 

Develop comprehensive training programs for employees

When employees come from different countries, there can be variations in skill and training that creates talent gaps across different offices or teams. Building a strong training program will level the playing field across borders, ensuring that all employees have access to the resources they need to be successful. 

A well-built training program begins during onboarding. During the first few weeks, companies should make sure all new hires are aligned on the company’s values, vision, and goals. 

Cultural training should take place early on and continue throughout an employee’s tenure to promote and facilitate inter-country collaboration. These trainings should educate employees on cultural differences, business etiquette, and boundaries they should consider when engaging with colleagues from other countries. Where applicable, companies can also provide resources to encourage language learning. 

Training can take place in person or virtually. Both formats offer their own set of benefits and challenges, so companies may also consider implementing a hybrid model. Offering different methods of training can cater to a diverse range of learning styles. Regardless, training programs should be interactive and engaging to be the most effective.

Providing the opportunity for ongoing training and skill development can increase employee retention. It can also attract top talent that are able to adapt to an evolving remote work environment. 

Maintain open lines of communication

In remote work environments, managers and leadership must take a proactive approach to fostering communication and building connections between team members. For international teams, it is also important to consider cultural differences that can impact communication styles.

There are many online resources and tools to foster collaboration across borders. For example, video conferencing platforms like Zoom and Google Meets offer the ability to create face-to-face interaction in a remote work environment. Video calls provide the chance for employees to exchange non-verbal cues which can help build rapport. 

One significant challenge that remote employees face is isolation. Companies can proactively address this by offering time for employees to engage with each other in a live format. These efforts will be especially appreciated by extroverted employees that need this interaction to feel connected and productive. 

Project management tools, like Asana, and communication tools, like Slack, are equally important for promoting cross-team collaboration. They provide company-wide visibility into projects and conversations that impact multiple departments. Messaging platforms can also create a virtual office environment for casual “water cooler” conversations, offering a sense of spontaneity in employee interactions. 

Communication efforts can also overcome hierarchical barriers. Leadership should actively engage across departments and levels to foster connections and improve awareness of issues that impact their organization. Virtual Q&A sessions offer a formal way to address questions that many people may have, while 1:1s can offer a more personal way to engage with and mentor employees.

You may also consider the role of in-person events and activities. Even in a remote work environment, many companies choose to bring team members together during retreats or conferences. Depending on the size and geographic distribution of your company, this could include everyone or be team- or region-specific.

Receive regular feedback

Collecting employee feedback is the best way to evaluate your company’s HR policies and identify areas for improvement before they snowball into much larger, systemic issues. Surveys, polls, and 1:1s are effective ways to collect this information and should be leveraged to collect different types of feedback. 

Global HR managers should look to identify trends across geographic boundaries. Are there certain issues that impact employees in one region or country more than others? By adopting a geographic lens to evaluate data, companies can proactively address disparities in employee training and engagement.

The best way to receive continuous feedback is by promoting an open-door policy that encourages employees to bring up issues as they arise. Let employees know that it is ok to ask for help and show them that the company can and will offer needed support. By doing so, you can identify and resolve issues quickly. 

International human resource management 

When hiring internationally, you need to have a plan in place to create a work environment that supports remote work while remaining compliant with local legal requirements. All the added challenges can be overcome with some planning, and these efforts will benefit your company in the long run. 

About Oyster

Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.

Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.

Table of Contents

Related terms, additional resources.

5 challenges of international HR (and how to overcome them)

What global HR leaders need to know.

Global HR compliance: Dealing with HR issues within distributed teams

The most common challenges and how to handle them.

Building a global HR policy framework

These incredients make for a robust global HR framework.

How to manage a remote workforce: A guide for People leaders everywhere

Take a closer look at how best to lead a remote team.

Building a global talent strategy: Top tips from Oyster’s VP of People

Expert advice to help you start recruiting internationally.

The 4 most challenging countries to hire in: A guide for People leaders

Get insights on how to overcome the challenges.

How to create a distributed workforce strategy

Learn how a distributed strategy can help your business.

Embracing cultural differences in the workplace

A closer look at cultural diversity in the workplace.

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Personal statement - MSc International Management

• Sample personal statement

07 July, 2022

Personal statement - msc international management share.

• 12 May, 2013

I am keen to pursue MSc International Management at University of Brighton. By researching the course curriculum available at university website, I become to know that this course helps students to develop the global business knowledge which will help me to achieve my future career goal. Moreover, I believe getting a chance to pursue my study career in thisUniversity will progress me both professionally and intellectually. Besides the opportunity to apply my theories and ideas in practice will benefit me to enhance my skills and to achieve a deeper understanding of the field of InternationalManagement.

According to my research I have found that this course will be the perfect opportunity for me to continue to hone my communication and management skills, empowering me to be a more powerful and confident leader. Through hands-on exercises and projects designed to closely mimic those that I will encounter in my future career, this program will provide me with the accurate training and preparations I need to handle such tough challenges in the future. I believe this MSc will provide me with the knowledge of business concepts as well as the understanding of the matters that I will need to become a successful business professional. Intuition alone is not good enough to run a business. I believe that a strong business education is very crucial to successful business management in this Modern age, for this reason I hope to be able to acquire an MSc International Management. Moreover, my previous academic qualifications will give me an upper hand to obtain better score in this course. If I can successfully complete the course, it will create a platform for me to explore different career opportunities such as Policy advisor or analyst, Management analyst, public relations (PR) account executive and Compliance officer. For this reason, this MSc International Management will be the right choice for my future career progression.

Following my SSC and HSC I studied Bachelor of Business Studies from National University, Gazipur, Bangladesh in May 2012. Then I studied Master of Business Administration in HRM from Southeast University, Dhaka, Bangladesh in September 2014. Later on, I started my working career as a HR officer at Nassa Group in December 2014. I am still working with this company, and it was really a fascinating experience for me to work with them. My work experiences have led me to identify all my potentials including my strengths and weaknesses. I have also come to understand the need to be well equipped with the knowledge in the field of business. For this reason, I have decided to continue my further study with this course at University of Brighton.As I have gained a lot of experiences it will be easier for me secure a suitable position in if I have this degree.

University of Brighton offers International Leadership and Management, International Logistics and Finance, Sustainable Strategic Management, Managing Organisational Behaviour, Marketing in an International Context, Research Methods for master’s degrees and Management Integration OR Work Experience. Moreover, I will also have an opportunity to study some of the optional modules which include Entrepreneurship and New Venture Planning, Consultancy or Business Solutions in Action. All the modules are highly demanding and suitable in today’s business world.

I am determined to continue my study in this course in the UK as the study environment in my country is quite different and we get to study with only the national students. Furthermore, the political chaos makes it harder for students to get the degree without any delay. On the other hand, the UK has a great multicultural and diversified student community which is an opportunity for me to learn with lot of students from different nationalities. UK education brand is highly respected by employers in our country as UK degree prepare graduates with academic competencies, developed personal and professional skills that are imperative for organizational success. The transferrable skills graduates carry forward from UK are pivotal for transforming organisational growth and gain competitive advantages. This is also a reason to study again in UK. In a recent Survey of International Graduate Outcomes 2019 by Universities UK International produced by iGraduate shows that 82% international graduates say that their UK degree are worth the financial investment and similar number of graduates say they are satisfied or very satisfied with their careers. Nearly 83% feel that UK degree has helped them to get jobs. These aspects have driven my ambition to gain the degree from a UK institution.

The University of Brighton is a public university dependent on four campuses in Brighton and Eastbourne on the south shoreline of England. Brighton University is known all through the world as a result of its great courses and dedication to instruction quality and execution. It has a boundless number of excellent mentors where I can arrive at the equivalent precise top-quality training. Moreover, The University of Brighton is ranked as a top 5 university for world-leading research impact in business and management studies (REF 2014). I can discover my desired course I need in this University. University of Brighton is one of the first UK universities which use Job Teaser, a new online placements system presenting placement options in the UK and Europe, which gathers together all the job opportunities, events and resources I will need to help me with my professional development. Also, I found one more unique feature which is Bee purple event that run throughout the academic year which that will improve my employability and help me grow a successful business. I will look no further if I get this opportunity to study at University of Brighton.

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Business/human resources personal statement example.

In a turbulent economic and social climate, business remains of core importance. It is a crucial element of our lives, working as a catalyst for innovation, which is why I wish to study it at undergraduate level. My interest in business was evident from an early age. At 13 I established a jewellery business with a friend; the venture lasted for over two years and taught me about the everyday obstacles that a firm can encounter. My participation in both the Young Enterprise and Young Entrepreneur projects further stoked my enthusiasm, and during these programmes I was able to demonstrate strong leadership qualities, as well as excellent communication and creative skills when solving problems. One of my passions in life is for people; I believe that humans are the ultimate resource, and that effective management of employees can aid a firm to reach its full potential. What would be the point of investing millions in extension strategies such as product and market development, if those selling the goods were lacking motivation? On a recent work experience placement at Jarrolds department store I was able to obtain several days in the Human Resource department; my responsibilities included phone handling, assisting customers and helping with the recruitment and selection process. This gave me a realistic view of a modern HR department, and also demonstrated which techniques improved the efficiency of the workers. During this placement I also attained some experience within the marketing department; this involved large amounts of proof reading, as well as aiding with advertising discussions. This enabled me to show initiative when formulating ideas, as well as display creative ability. My experience in the marketing department also led me to understand why language is so crucial in terms of advertising, and how well phrased promotion can infact aid to stimulate demand. Prior to this I was also accepted for work experience at Durrants, a local estate agent; a much smaller company compared to Jarrolds department store, where my focus was around sales. I thoroughly enjoyed this placement, as the property market is an area that has always been of interest to me. Currently I also assist with the accounts at Apercu, a local media company; this involves controlling sales and expenditure spreadsheets, as well as handling receipts and queries. One of the strongest reasons I wish to study business is that it is an exciting and constantly evolving industry; nothing stays the same, which is why I always keep up with business related publications. I take pleasure in reading the independent financial section, and have also thoroughly enjoyed “Understanding Organisations” by Charles Handy. This provided me with explanations of theories to the running of a successful and sustainable business, for example his explanation of the motivation to work points out it is far more complex than simply the desire to earn money. In my spare time I am a keen musician; I play Alto Saxophone and Piano and have achieved grade four on both, passing with merit each time. I am also an avid reader, my favourite authors being Thomas Hardy and Sebastian Faulkes, and feel that literature improves my analytical ability. I have participated in both bronze and silver Duke of Edinburgh’s award, and feel that this has strengthened my leadership qualities, whilst also improving my mentality when working in a team. Through all of these experiences, I feel I have obtained a sufficient grounding in many of the areas of business, and now hope to build upon them. I believe that university will offer me an excellent opportunity to further my knowledge of business as a whole, and hopefully obtain employment with a well respected organisation in the future.

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This personal statement was written by swbp for application in 2011.

swbp's university choices University of Sussex University of Leicester The University of Sheffield Queen Mary, University of London Royal Holloway

Green : offer made Red : no offer made

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