GLOBAL CONTEXT FOR HRM
Many theories have been propounded
how to maximize the advantages from human resource as people are the best
resource for any organization can have. People are mostly recognized as
unpredictable, thus must be carefully studied and manage properly in order to
get the benefit of their skills and capabilities. This is the common principle
of Human resource management. Armstrong (2007) describes HRM as a unique
approach to employment management which seeks to achieve competitive advantage
through the strategic deployment of a highly committed and capable workforce
using an integrated collection of cultural, structural and personal techniques.
This definition is put in to practice by the organizations all over the world
as they experienced different cultures and managing their workforce in a manner
which will impact performance and keep people satisfied and fulfilled.
ISSUES OF HRM IN GLOBAL CONTEXT
1.Political
issues – Investment in overseas by any form will be identified as a foreign
company by the local people and the host country’s government because of that
its human resource policies will carefully and strictly monitored when compared
to the local firms. Anything related to livelihood of people will be a political
sensitive issue. This is the reason human resource policies critically examined
in the foreign context.
2. Employee –
Employer issues – Industrial relations plays important and effective role for
maintaining beneficial industrial relations as forming labor unions, structure
of industrial relations varies from country to country.
3.Issues of work
culture – intercultural adaptations are essential as the culture differences.
Matching of work culture between the local people or workers with firm’s
working style.
International
human resource management can be defined as a method of obtaining, assigning
and effectively use of human resource in macro firms. In macro firms HR
managers must incorporate HR policies and practices to achieve overall
objectives and to attain some global conflict in global intentions.
Simultaneously human resource management should be flexible or elastic to
permit major variation in the different kinds of efficient policies and
practices (Kidger,1991).
The main reason
for the growth of the internationalization with regard to employment is the
cultural differences in terms of national values and approaches. Therefore, the
knowledge of the above mentioned differences plays a significant role in
international Human resource managers as they are responsible for all
strategies, operations, practices, principles, functions, activities, factors
and methods relating to managing people. Thus a lot of care must be taken to
adopt, improve, and standardize culturally suitable human resource plan, policy
and performance. (Sparrow, P.R.2006)
REFERENCES
Human resource management in the context of a global company
by S.A.Selorm Adonoo
Importance of HRM in global context
HRM in an international context
Interesting article , nicely explained it's very clear and easy to get the idea. nice work
ReplyDeleteGood article to understand the issues facing By HRM in global context. Good luck..
ReplyDeleteInteresting article and nicely explain. thanks share your knowledge in this blog. good luck.
ReplyDeleteInteresting article and nicely explained the issues facing in global HRM. Mainly HRM Issues in global context include global competition for products and services, global talent management, risk and privacy, understanding global diversity and cultural issues, flexible reward systems, leadership challenges, and managing international assignments. Good stuff. Thanks for sharing.
ReplyDeleteInteresting article , nicely explained.
ReplyDeleteDue to globalization companies are operating beyond their boarders so they need to handle different culture and legal barriers. The international HRM provide solutions to over these globalization issues. Thanks for sharing.
ReplyDelete