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International hrm case study spanning the globe
Challenges in global HR
International hrm case study spanning the globe
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In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years. Labor laws, wage disparities, intense competition and fluctuating currency values are the challenges that are making organizations worldwide to compete in marketplace with products requiring a great deal of labor, and it is now getting harder for some of these organizations to maintain employees abroad. As Mello (p. 610) mentioned that a greater percentage of United States workforces are moving their operations abroad to developing nations like China and leaving an increasing number of United States domestic workers without employment. The foreign markets for the products and services are not the only things enticing these organizations to enter these global marketplaces. There are other reasons these companies are joining the global market arenas. For example, the foreign labor markets, this has attracted interest in many organizations to expand globally (Gersten, 1991). The labor force growth rates in developing nations alone will continue expanding by approximately 700 million people by the year 2010, while the United States labor force will continue to grow by only 25 million. This shows that United States’ growth rate will drop and the opportunities for productivity growth rate will increase in developing countries. The other factors which are driving to these labor force numbers are the current workforce in United S... ... middle of paper ... ...days. All human resources professionals must be aware of the trends in their field and need to plan a head to meet the future requirements in this world of globalization. Reference: Crossley, M. & Vulliamy, G. (1997). Reference Books in International Education Qualitative Educational Research in Developing Countries: Current Perspectives., Vol. 35. Deardorff, A.V., (2003). World Economy, What Might Globalization’s Critics Believe? May2003, Vol. 26 Issue 5, p639-658, 20p; Gertsen, (2000). Intercultural Competence and Expatriates. International Journal of Human Resource Management 341-362. 20 Mello, J.A. (2006). Strategic Human Resource Management (2nd Ed.). Mason, Ohio: South-Western. Schermerhorn JR, (2001). Management Update 2001, 6th Edition, New York, John Wiley and Sons, Inc.
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
Demographic: It is very likely that a decline in the ratio of the working population in wealthier countries will take place in the near future. And in order for developed countries to continue their functionality and stay competitive, they will have to seek employees from the outside. This shortage of skilled labor in wealthier countries can be covered by external resources located abroad. India and other developing countries have a younger workforce with the levels of skills and education required to fill the likely scarcity of high skilled employees in the developed world. India produces over 2 million graduates each year for example; this gives companies sufficient options to select from, when they recruit workers for their offshore operations.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
With the proliferation of the internet international Business transactions are more common today than ever. Globalization is now a key factor when creating a business strategy for most companies whether they are small family own businesses or huge corporations. Globalization however does not just involve selling a product in other countries. There are legal and cultural concerns that must be addressed. The legal aspects are fairly simple because in most places the laws are spelled out. It's the local customs, and regional way of doing things that can be tricky. Research on globalization has shown that it is not an omnipotent, unidirectional force leveling everything in its path. Because a global culture does not exist, any search for it would be futile. It is more fruitful to instead focus on particular aspects of life that are indeed affected by the globalizing process. (1). In this new economy, as it has been in the past, it will be the people not the machines who will determine a company's success. Having an effective Human Resource Management team that effectively analyze your company's current and future personnel needs is key in any business organization.
With the advent of the Internet, decreased shipping costs, and the removal of trade barriers, the world market has shrunk in such a way that everyone can be a player. While many businesses thrive solely on serving a small local area, a globalized company has the benefits of increased customer markets, gross production, and brand awareness. Take for example Coca-Cola; this multi-national corporation offers products in countries all over the world, operates in over 200 of those countries with the help of its franchisees, and is the most well-known beverage companies. It is interesting to note however, that as positive as globalization may seem, there are many negative ramifications and a large population of detractors to this movement. While increased product availability is good for profits, if a local market is inundated with imported products, locally grown or manufactured items may be squeezed out, to the detriment of the local economy. Although it is cost effective to have your product produced in another country with low wages, you are essentially taking away jobs from the people of your own country, negatively impacting your national economy. However, if you manufacture your products in a country with higher wages, you must increase your products’ prices which may be harmful to your profits. While maximizing your companies profits is always of great importance, it is essential that you weigh the pros and cons of globalization and its effects on not only your company, but the areas in which you wish to spread.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
What are the HR Strategies that management must undertake and support to create a successful global presence to insure the success of an organization in meeting its goals and mission?
Our economic development will forever be defined as our ability to succeed internationally. PwC forecasts India’s real annual GDP growth until 2050 at 8.9 percent, Vietnam’s at 8.8 percent, and China’s at 5.9 percent. The list of fast-growing emerging markets goes on and on. The U.S. forecast is a meager 2.4 percent, comparable with most Western economies. The domestic companies that are likely to see incremental growth in the coming decades are those that are not only doing business internationally, but that are developing the strategic skill set to master doing business across cultures. Cross-cultural core competence is at the crux of today’s sustainable competitive advantage. For example, political environment will tell us, as to how and why political leaders control, whether and how of international business. Legal environment, both national and international will tell us about many kinds of laws by which business firms must work. The cultural environment will tell us about attitudes, beliefs and opinions important to business people. Economic environment will tell us about the economic system being followed by the host country, which may or may not be different from home country. It will also explain the variables such as level of development, human resources, Gross Domestic Per Capita and consumption patterns that determine a firm’s ability to do business. Geography will tell us about location, quantity, and quality of the world’s resources.
In recent decades, the process of globalization has accelerated and the world economy has become increasingly interdependent. The rise in the number of businesses that extensively operate in more than one foreign country, which is known as multinational corporations, plays an important role in the ongoing procedure of globalization. The United Nations has reported that multinational corporations hold one-third of world’s productive assets and control 70 percent of world trade (Schermerhorn et al., 2014). As there is a considerable growth in international businesses, worldwide economy is becoming more highly competitive. The global economy not only offers great opportunities for multinational enterprises but also on the other hand, creates many difficulties for them. Therefore, success in the large-scale economy requires a number of elements. One of the major determinants is dependent on global managers. In the operation of organizations, managers may encounter different international management challenges that restrict their business development. These challenges often include issues associated with the host countries, the global workforce diversity management, management across cultures, difficulties in competitive global business environment as well as in the process of global planning and controlling. This essay is going to discuss the above international management challenges in a broad sense and giving illustration in aspects of each challenge.
The global economy has had great impact on the labor force, affecting each country in its own way whether it deals with outsourcing and offshoring or unemployment. The term global economy means integrating the world economy through trade, production, and distribution while consuming goods and services. Globalization has progressively integrated its way into all countries and the United States has seen that on the rise with diverse ethnic, economic, and religious groups that work together in everyday tasks. While the U.S. has taken advantage of their leadership role in the global economy, it is continuing to face global competition. United States has had its position in the world economy threatened by the BRIC – Brazil, Russia, India, and China, because they can provide labor for cheaper than what the United States can domestically. China’s economic power is on the rise, having more graduate and PHD’s, highly innovative, and taking a strong standpoint on reshaping the future of the global economy. The United States plays a strong role in the global economy is now threatened by the expansion in competition for jobs and investment by China, whose nation is on the rise.
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,
In the past human resources management played more of an administrative role which were consist of processing payrolls, sending birthday gifts to employees, rearranging company outings, and making sure forms were filled out correctly. Human resource management has experienced several changes over the last twenty years such as staffing, development of Workplace policies, compensation and benefits administration, retention, and training and development. These changes have brought many challenges to human resource management profession. According to Ekta Srivastava (2012), these challenges have increased the pressure on human resource managers. This paper will disgust the many emerging challenges in human resource management such as globalization, workforce diversity, technology, and changes in the economic environment and the ways to overcome some these challenges.
Globalization has changed business scenario, has increased competition among companies and countries. Globalisation has helped industries to grow and also helped in the economic development of many countries. Globalisation stimulated the growth of Multi-National Companies (MNCs) and helped them to spread their operations without any boundaries. This resulted in large number of MNCs, which in turn made Human Resource Management (HRM) as one of the most sought functions in all MNCs.
anaging people is a difficult task. In every organization, Human resource management is the toughest job as humans are contradicts with their attitude, assumption, aspiration and psychology. Therefore, they face most of the challenges, frustrations, and opportunities that are directly related to the people. In this era, members in managerial level must have plenty of strategic and conceptual skills. HR managers should be able to contribute harmony in the work place as it promotes proactive work atmosphere. Similarly, Managers should have an ability to empower the employees as it enables them to devote their maximum effort to their job. Now, the world is becoming more international. Due to globalization, resources of various countries are being used for producing goods and services and most of them are able to do it efficiently. In contrary,