The Global context of HRM

Managing and developing human resources in the global setting is increasingly more challenging. Managing people as a firm's resource is both academic theory and business practice that must be clearly understood by CEOs and the organization's movers and shakers. While the theoretical aspect of the HR discipline may be somewhat universal, the same cannot be said of its practice.

Global HR management is concerned with employing and maintaining people in international or global organizations, beyond just the expatriates. A typical global organization operates via subsidiaries overseas, which rely on the business or manufacturing capacity of the parent company. Such organizations bring with them their own management attitudes and business styles. Human resources managers cannot afford to ignore the international influences on their work.

Globalization has forced human resource managers to adapt to new methods of offering compensation and benefits to a company's employees. The balance between compensation and benefits for the firm's employees is a crucial human resources function that involves developing an awareness of the desires and needs of a diverse workforce.

Recruitment and Selection is particularly difficult in a global organization where one of your biggest challenges will be finding, retaining and developing a superior global workforce. Successful companies know what the jobs entail and seek to hire those candidates who can be more successful, effective with the lowest amount of support. Well written job descriptions or learning  maps that clearly delineate needed capabilities make for effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of global organizations.

The training and development of employees is crucial to their professional success. Human resource managers must ensure that employees have the time and materials to learn about the company's processes and methods. For companies undergoing globalization, human resource managers must also carry out the function of teaching employees about the legal and cultural differences in their new environments. An effective training program can increase the efficiency of operations in multiple locations and reduce the dangers that can arise from cultural miscommunications.

References

Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online] Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm [Accessed 11 January 2020].

McCourt, W. & Derek, E., 2003. Global Human Resource Management: Managing People in Developing and Transitional Countries. Cheltenham: Edward Elgar.

Nzuve, M. & Singh, R., 1992. Introduction to Manpower Management. New Delhi: Algraphic Advertising.