Discuss The Impact Of Globalization On Human Resource Management

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Introduction We now live in a global pattern of flows of skills and human capital and those flows are no longer defined by narrow definitions of skills they are defined instead by talent, they are defined instead by entrepreneurship abilities and attitudes and they are defined instead by ability to innovate and even an interest to pursue innovation. This age of change, this movement to the human centric economy where human resources becomes the most important function of production, is a new age and yet the process of change is not that new for us. We lived through it as a humanity before not in our memory as human beings but as collective humanity. We had the age of land which lasted tens of millennia – when the main productive factor in the …show more content…

This aspect of globalization has also affected the HRM in the business world of today. HR managers today not need to rely in a small limited market to find the right employees needed to meet the global challenge, but today they can recruit the employees from around the world. Besides that the effective data based which is being used globally today also has made HRM a simple but effective task. Thus due to globalization to some extent HRM has become more efficient and effective, but relatively a simple task. The most important factor that these organizations are made up of People, and since HRM is the set of activities which deals with the people factor present in any organization, this change has affected The Human Resources Management itself a lot. Human resources manager of today must ensure that the appropriate mix of employees in terms of knowledge, skills and culture. Global HRM refers to Human Resource Management practices that deal with managing a diversity of workforce from all around the world. Therefore Globalization demands new HRM …show more content…

Expect employees to have a say in how the organization is run. Information - Driven Environments – Information can be obtained, shared and disseminated almost instantaneously. New employees need to understand how to use this access to information to help them in their jobs. You may find the job descriptions are affected by this trend and you cannot afford to ignore it’s implications specially when recruiting, hiring and training. Smaller Companies – The trend towards smaller companies has also accelerated the trend to solo HR practitioners. The solo HR practitioner is unique and he is charged with overall responsibilities for a firm between 50-150 employees. This means that HR professional in a smaller firm becomes a jack of all trades. HE is involved in hiring, compensation, benefits, compliance with laws affecting employees in the workplace and health and safety issues. This multiplicity of tasks requires individuals with strong organisation skills who can quickly shift from project to project and topic to topic without becoming

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