Human Resources Management in Globalization Era
In the era of globalization, the management of human resources shows to be a complex subject. Many companies' operations are conducted in various regions and countries, leading to a diverse workforce (Alexis, 2014). Yet, it is impossible for human resources managers to adequately approach workers' needs in, say, China and Los Angeles because they are influenced by entirely different economic conditions, work policies, and demands. So, it is sometimes problematic for managers to meet these employees' various needs, support their talents, and make sure that the company functions properly short-term and long-term. HR management has one of the essential duties in an organization. HR managers are mandated to select and recruit skilled and experienced employees to handle different tasks and projects of an organization (Bhushan, 2013). Irrespective of an employee’s background or location, they should all feel appreciated and motivated to be productive for better organizational returns.
However, balancing the vision of the firm and specific goals and requirements of employees is difficult when they are distributed in different sectors of the world, and still working under different external conditions. It is also challenging to assess and develop skills across diverse regions, and come up with training and development programs that are standardized. Moreover, integration and management of culturally diverse workforce poses to be a challenge (Dana, 2015).
Recommendation for addressing human resource management challenge
Effective management of human resources requires the managers to have a comprehensive comprehension of the local countries and their recognized employment and corporate practices and policies (The Economist, 2011). Training and development programs, protocols, and procedures should be customized for each of the region, and then communicated across the firm for overall assimilation (Randal & Susan, 2014). Whenever the local policies conflict with those of the firm, the managers should deliberate the issues on behalf of the employees to ensure the firm’s integrity and practices are upheld.
Conclusion
Most businesses are facing the challenge of managing human resources due to diversity brought about by distribution of the workforce in different regions and nations. It is therefore recommendable for managers to understand the policies and conditions of each region so that human resources procedures are customized to meet the requirements of individual region.
References
Alexis, W. (2014). Management Challenges across Business Functions. Retrieved from http://smallbusiness.chron.com/management-challenges-across-business-functions-470.html
Bhushan, K. (2013). Impact of Globalization on Human Resource Management. Retrieved from Jims Journal. http://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf
Dana, W. (2015). Globalization Presents Complex Challenges to HR Managers. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-news/pages/globalization-presents-complex-challenges-for-hr-managers.aspx
Randal, S. and Susan, J. (2014). Journal of Organizational Effectiveness: People and Performance. Emerald Insight. 2051: 3-13
The Economist. (2011). What’s Next: Future Global Trends Affecting Your Organization. SHRM Foundation. Retrieved from http://futurehrtrends.eiu.com/report-2015/challenges-for-human-resource-management-and-global-business-strategy/
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