Human Resources, Global Hr

In: Other Topics

Submitted By cchrissym
Words 617
Pages 3
GLA 530 / Human Resource Management
Global HR Paper
August 21, 2011

An organization's success depends on the knowledge, skills, and abilities of its employees, particularly as they help establish themselves from competitors and other organizations. A continued competitive advantage can be achieved with an organization that has employees with talents that are rare, valuable, and difficult to imitate. Human Resources and Managers must work together to develop strategies to identify, recruit, and hire these types of employees. Through recruiting and selecting the best talent organizations are able to have higher productivity and compete with the highest levels. Human Resources can ensure that organizations have a competitive advantage by selecting the right employee for the right job. This is something necessary that should be recognized in the United States and also globally.
Competition businesses compete in is rapidly becoming globalized. More organizations are entering international markets by exporting their products overseas, building plants in other countries and entering into alliances with foreign companies. Organizations feel they are trying to gain a competitive advantage through international expansion. Deciding whether to enter foreign markets and whether to develop plants or other facilities in other countries is a huge decision matter and many human resource issues surface. If human resources manage the issues that the organization is faced with when globalizing and provides the best services for the issues, it can increase the competitive performance among employees. Doing business globally requires adapting to many different cultures, and political systems. One way to do this is by providing diversity training, to cover the cultural issues and political affairs. If an organization has a reputation for being more diverse and understanding of…...

Similar Documents

Human Resources

...Human resource is now becoming more and more important than it used to be. Human resource management refers to the policies, practices, and systems that influence employees’ behavior, attitude, and performance. In a company, a HR department is solely responsible for outplacement, labor law compliance, record keeping, testing, unemployment compensation, and some aspects of benefits administration. These factors all play critical roles in companies’ success. But I suppose that the top 3 areas of HR should be recruitment, benefits and strategic planning. Recruitment is the process of attracting, screening, and selecting a qualified person for a job. Employees are the most important component of a company. They are the greatest assets of a company. So HR department should be responsible to pick out those people who are most qualified and have competency to accept the job. Especially nowadays as globalization becomes more and more prevalent, many companies would like to hire people that have more skills. What’s more, in order to attract those qualified applicants, HR departments should establish regulations and awards. Also HR departments should have professional enrollments and orientation processes. Benefits include life and disability insurance, retirement plan administration, accident, sickness and cancer insurance and so on. Employees need a good environment to ensure their works and lives. HR departments offer these benefits could boost employee morale and motivation...

Words: 324 - Pages: 2

Human Resource

...Chaptet t ft.lutian t)t Huranr F.rorr.e r\.hr.rqen)rnr .jird Hil/5 conlercnce sponsored by the Socrety [or Human Resources Management (SHRM) and remember how ar HRIS rnay be what you needl As this chapter and the ones that follow w ll ne lsactvtesandthedemands' ol the human capital ol the orgarrzal on Thrs aLrtomairon he ps develop the capabr t es to es an HR deparlmenl to streaml rlunrale. af HRlS enab placed on rt by automating lhe HR dala and pro.esses necessary for the management prodlce rn[ormation and reports on lhe r€quests contained n the memos in the v gn€tte and lhese reports wri lac lrtate efliclent afd eflective manageria dec s on mak ng WhiLe an HR 5 canfol make the ludgement ca ls in terms ol whom lo recru I or promote, it can cerlarnLy lacrl lale better inputt fg integratiof afd use ol employee data, wh ch wil reduce the admrn strat ve blrrden oI keeping detailed records and should aid and enhance dec srons about stclegic d rections Need for an HRIS in Decision Situations ll you read the above memos again. you w ll recogn ze iha! each one has a request lor HRI\4 nfornraton lhal wil be used n a decston stlaton The inlormatror rcquested n Memo I wil help the egal depa(menl delermne the compafys potertal labr ty vad n a workplace gender disc(m nat on s tLat on Thrs rlomat on rnay help to determrne whether the company shoLr d decide lo rect ly lhe silual on in lerms ol an nforma sett e' mertwth the lemale statf membels orto......

Words: 4270 - Pages: 18

Hr Human Resources

...1 Human Resource is managerial activities that develop and maintain a qualified workforce (human resources) that in turn contributes to organizational effectiveness. Human Resource Management (HRM) is the process of hiring and developing employees so that they become more valuable to the company. HRM has always played a part in contributing to the success of the company either directly or indirectly. It is important for companies to be more strategic in the way it operates in order to meet the business needs of the company. At the same time, it cannot lose sight of the critical value and importance of people in the process. Like other areas of management, HRM is involved in setting policies, formulating plans and trying to make decisions for the benefit of both the company and the employees. Above all this, the driving force that drives the success of the company is its people. They provide the company with the competitive edge and are the most valuable asset to the company. It is therefore important for HRM to assist the company to effectively and efficiently manage its human resources and having activities that would complement and promote business growth. HR practices such as skill enhancement, job design, selection measures, compensation-linked appraisals, merit promotions, and training have all been found to enhance firm performance. According to Fortune, Wegmans Food Market, Inc. is number five on the top 100 Best Companies to Work For. Every Wegmans has one HR in......

Words: 1099 - Pages: 5

Global Human Resource Management in Contrast to Hofstede’s Five Dimensions

...Human Resource Management: Module 2 Reaction Paper Global Human Resource Management in contrast to Hofstede’s five dimensions Changes in technology, social and economics have led to many organizations expanding their business into international markets. Business exchanges between various countries have become a common thing today. However, expanding their enterprise globally will bring new legal and ethical challenges due to differences in cultural view. HR professionals must increase their knowledge and skills in the international environment to keep their organizations competitive in this challenging global marketplace. It means that HR related problems different countries solve in different ways. Hofstede suggests that culture influences business related practices. Many HR representatives working in an international business a global business world face the same difficulties, but also face other new challenges that relate to cultural convergence in business practices. There are many characteristics to identify a countries culture. When dealing with HR issues, culture plays a major role in how an organization handles personnel issues. We can best understand this if culture is defined. Culture is the common ideas, beliefs and values shared by the members of a group of individuals (Hofstede 1984). Each group is defined by specific family traditions, common languages, ethnic diets, notions, and dress. It is best stated by “culture is everything that people......

Words: 962 - Pages: 4

Global Human Resource Management

...Global Human Resource Management By Michelle L. Johnstun Survey of Global Business MGT 430 Dr. Ed Goold D.B.A. M.B.A. February 12, 2013 Abstract Human Resource Management is related to the strategy of an organization in assisting a firm to reach its primary goal of “reducing the costs of value creation and adding value by better serving customers” (Hill, 2013). In order to be successful as a global HRM cultural differences and customs must be acknowledged and understood. Labor laws, compensation practices, equal employment legislation, and the enforcement of a firm’s established code of conduct are examples of the complexity in the role of a global HRM. Knowing how to staff, develop, compensate, and evaluate key management positions for global posts are critical to ensuring the success of an expatriate manager and the costs associated with doing business in another country. This paper will go into greater detail the strategic role of a global HRM in an International business setting; discuss the four major tasks associated with a global HRM which include: staffing policies, management training and development, performance appraisal, and compensation policies. Lastly, this paper will discuss the international labor relations; the relationship between management of labor relations and the firm’s overall strategy. CONTENTS Abstract …………………………………………………………………………………………..2 The Strategic Role of an International Human Resouce Manager......

Words: 5594 - Pages: 23

Hr, Model, Human Resources

...Maps and models of HRM Based on Human Resource Management, 4th edition, by Alan Price Maps and models of HRM This section begins with a discussion of various approaches to HRM, including Keenoy's hologram comparison and Sisson's 4 main features of HRM models. A key concept is that of Hard and Soft HRM: 'Storey (1989) has distinguished between hard and soft forms of HRM, typified by the Michigan and Harvard models respectively. 'Hard' HRM focuses on the resource side of human resources. It emphasizes costs in the form of 'headcounts' and places control firmly in the hands of management. Their role is to manage numbers effectively, keeping the workforce closely matched with requirements in terms of both bodies and behaviour. 'Soft' HRM, on the other hand, stresses the 'human' aspects of HRM. Its concerns are with communication and motivation. People are led rather than managed. They are involved in determining and realizing strategic objectives.' Human Resource Management, 4th edition goes on to consider the views of Guest and Legge and then discusses the classification of HRM models. Three American perspectives on HRM are provided from the work of Fitz-Enz, Ulrich and Pfeffer. Points to consider * A fundamental element of most rhetorical accounts of HRM is that one of the distinctive features of human resource management (as opposed to personnel management) is that it is 'holistic'. In other words it is concerned with the 'big picture' and the way that......

Words: 510 - Pages: 3

Human Resource

...The Best of Many Worlds: Human Resources in the Singapore Business Environment A Regional Research Report Prepared By Salman Khan, Carly Rae Jepsen, Psy and Anita Mui S P Jain School of Global Management Global BBA Program, Singapore April 3, 2012 Executive Summary Human Relations: The department or support systems responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. (Entrepreneur.com) The human resources (HR) role is becoming increasingly important in the business world. Human resources includes the combination of traditionally administrative personnel functions with performance management, employee relations, and resource planning. The field draws upon concepts developed in industrial/organizational psychology. In the past, HR personnel did a lot of administrative work. This is changing with the global shift to service-based industries. As the role evolved, HR practitioners wanted to become business partners and actually engage more in the organization’s core business. At present, we see the function of HR going beyond being that of just a business partner to being at the forefront and, in some instances, heading business initiatives (Jones, 2012). We became interested in the field of HR for several reasons. One, it offers an attractive area of employment for business students. Also, it requires a good mix of......

Words: 4561 - Pages: 19

Human Resource

...International Human Resource Management | Module Tutor – Chris Collins | | | The Human Resource Management in three countries, with distinctive cultural context activities (India, Pakistan and China). Approx – 5ooo words | Deepen Gurung : u0976207 | 12/16/2010 | | IHRM 2010/11 CONTENT INTROODUCTION .............................................................................................................. 3 .*Figure 1. Typical structure of HR function in a Med-size Org ..................................... 4 .*Figure 2. Typical structure of HR department in Large-size firm ................................ 5 .* Objectives of HRM .......................................................................................................... 5 .*Table 3. Div. Of Responsibility for HR activities ........................................................... 7 .*Indian Implementation of HRM Practices ...................................................................... 8 .*Selection ........................................................................................................................... 8 .*Selection Process..................................................

Words: 5581 - Pages: 23

Hr Design in a Volatile World – Human Resource Planning in the 21st Century

...HR design in a volatile world – human resource planning in the 21st century The increasing globalisation of the marketplace combined with an increasing shortage of skilled staff and advances in technology have resulted in large scale changes in recruitment practices. Recruitment is the process of finding and attracting appropriate job candidates capable of effectively filling the job vacancies available within an organisation. For successful recruitment, the human resources department needs to analyze the vacant position so that detailed job descriptions and job specifications can be created to efficiently help with the hiring process. Recruitment can either be internal or external. Internal recruitment is promoting existing employees in conjunction with internal training and external recruitment involves recruiting suitable candidates with relevant experience and qualifications who have not previously worked within the organisation. From The Conference Board of Canada's report, Valuing Your Talent: Human Resources Trends and Metrics we learn that employers need to develop workforce strategies to attract and retain employees in the current climate. As the economy starts to recover organizations will face a risk of higher turnover with employees considering new opportunities. A growing economy and an aging workforce mean that it is just a matter of time before pressure in labour markets begins to build again; the demand for skilled and talented employees is growing......

Words: 1114 - Pages: 5

Human Resource

...Running Head: Human Resource Management 1. Explain what HR management is and how it relates to the management process (in other words, define HRM, make a list of the management process, and identify what part of the management process is responsible for HRM. Answer: Human resource management is the process of acquiring, training, appraising, and compensating employees, Most experts agree that there are five basic functions (management process) all managers perform: planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. Some of the specific activities involved in each function include: Planning: establishing goals and standards; developing rules and procedures; developing plans and forecasting ?predicting or projecting some future occurrence. Organizing: give each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates. Staffing: deciding what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees. Leading: getting others to get the job done; maintaining morale; motivating subordinates. Controlling: setting standards such as sales quotas, quality standards, or production levels; checking to see how......

Words: 558 - Pages: 3

Human Resource Role in Global Warming

...environmentally fragile areas. • Reducing poverty ie. a company with a large presence in the developing world has to consider how its work on sustainability issues can contribute directly to poverty alleviation in its operating areas. • Global companies should take as much action as they can within their sphere of operations to address global climate change, as well as seeking out more pragmatic, long-term alternatives to Kyoto. • Productive new/focused partnerships a key theme of the summit, driven by a recognition that no one can solve macro sustainability problems alone. Sorting out partnerships and getting them right will become more urgent. Major Trends & Ten Year Agenda • Trend for an increasing cultural presence of major NGOs; civil society voices will be louder than ever. This is supported by data showing that public trust continues to move to NGOs as the most trustworthy institutions • Accountability, and not just corporate responsibility, is essential and that reporting is a key element of accountability. • Corruption/bribery was widely recognized as a fundamental sustainability issue, affecting as it does the governance of nations in the best interests of the majorities. • Energy and water were confirmed at the summit as the resource battlegrounds of the 21st century. Alcan Challenges and Conclusion Risks and opportunities will be created through implementation of SD policies › Case Study: Energy and Aluminum › Large and increasingly scarce energy......

Words: 1791 - Pages: 8

Global Challenges of Human Resources Management

...Abstract The coming of the 21st century globalization poses distinctive Human Resources Management (HRM) challenges to businesses especially those operating across national boundaries as multinational or global enterprises. Global business is characterized by the free flow of human and financial resources especially in the developed economies of European Union (EU), the North American Free Trade Agreement (NAFTA), other regional groupings such as the Association of South East Asian Nations (ASEAN), the Economic Community of West African States (ECOWAS), the Southern African Development Community, etc. (Schuler, R.S & Tarique, I. & Jackson, S.E, 2002). J.P. Morgan is a leader in wholesale financial services, offering intelligent solutions across one of the most comprehensive global product platforms available. JPM keep client objectives foremost important, fostering long-term relationships. This combination of product strength, intellectual capital and character sets the firm apart as an industry leader. I was working at JPM Israel last year and have a lot of knowledge from the inside. I was part of the Investment Banking at the Israeli JPM which is a representative branch that has been committed to serving clients and has key relationships with governments and top financial and corporate institutions. We offer the full spectrum of investment banking services to our clients, including M&A advisory, capital raising and risk management, as well...

Words: 1775 - Pages: 8

Human Resources

...Chapter 1 – Introduction to HR management 1.HR in the company HR is a key element of any organization causing most relevant problems and being an indicator of such problems. HR is even more important in workforce intensive industries. Personnel management vs Human resources It is not equivalent * Personnel management: Refers to the administrative tasks, dealing with payroll, complying with employment law, unions, and handling related tasks. * Human resources: Refers to the responsibility of managing the workforce as one of the main resources of the organization and a key element to its success. Personal Management | Human Resources | Administrative | Strategic | Reactive | Proactive | Independent function | Across of the organization | Short term | Long term | Employee compliance rules | Employee commitment | Motivation: | Motivation: | * Bonuses, rewards… | * Employee satisfaction | 1.1 HR function in the company Main function: To facilitate the organization performance (within the strategic objectives), through the contribution of the human factor. Objectives: * Generate, maintain and develop the human resources: numbers and competences. * To Create the conditions for the application, development, satisfaction and achievement of each individual. As a consequence achieve optimum levels of efficiency with the available HR Keeping the knowledge operative within the company It is a Strategic dimension: - Global firm deployment (all kind......

Words: 578 - Pages: 3

Cultural and Institutional Context of Global Human Resource Management

...2 LEARNING OBJECTIVES After reading this chapter you should be able to •• describe the basic characteristics of culture and explain how cultural dimensions can be used in global HRM, •• describe how the institutions of society can shape HRM policies and procedures, •• discuss the possibility of the convergence of HRM across countries, •• explain how the heritage of state socialism continues to influence the context of HRM in transition economies, and •• discuss the effects of cultural and institutional context on the HRM role and on employee expectations. 23 24    ESSENTIALS OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT Springtime in Paris As she savored the last bite of her croissant, Martha Pereaux, HR director for C3 Technologies, thought about how she would approach her latest “cross-cultural collision,” as she had come to think of them. In the year since she had moved to Paris from Houston, there had been many, but none quite as bizarre as this one. Martha had taken the big promotion to head up the HR division of the joint venture between Houston-based SuperChem and the French company. C3 developed technology for the oil industry, primarily new types of concrete that formed the barrier wall for offshore oil and gas wells. The joint venture was meant to take on the likes of the giant Schlumberger on its own turf and compete with them for valuable technical staff. Everyone said she was the perfect choice, having grown up in a bilingual family......

Words: 9323 - Pages: 38

Human Resource

...HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept the emerging challenges. CHALLENGES OF HRM IN MODERN MANAGEMENT Globalization: At a political and economic level, globalization is the process of denationalization of markets, politics and legal systems i.e. the use of the so-called global economy. Globalization refers to an extension beyond national borders of the same market forces that have operated for centuries at all levels of human economic activity (village markets, urban industries, or financial centers). It means that world trade and financial markets are becoming more integrated.Growing internationalization of business has its impact on HRM in terms of problems of unfamiliar laws, languages, practices, competitions, attitudes, management styles, work ethics etc. HR managers have a challenge to deal with more functions, more heterogeneous functions and more involvement in employee’s personal life. Workforce Diversity According to Thomas (1992), dimensions of......

Words: 606 - Pages: 3