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Human resource management globalization
Impact of globalization on human resource practices
Human resource management
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Managing large fluctuations of employee numbers across multiple geographies and entities while ensuring a correct and timely payroll processing, is not an easy task for HR departments. In order to tackle this challenge and to increase HR service delivery efficiency, Baker Hughes, a global oilfield services company active in more than 90 countries across the globe, decided to globally transform its HR department. In addition to improving payroll accuracy and increasing HR Challenges and Objectives efficiency, Baker Hughes also wanted to comply with legal and In 2007, Baker Hughes decided to look for a long-term HR partner regulatory requirements and, most importantly, reduce HR to support them in achieving the following objectives of their HR operational costs. transformation program: •Ability to focus on value added activities to help the business To achieve these objectives, Baker Hughes decided to adopt a develop and grow new global HR information system, to harmonize and consolidate •Ability to readily comply with legal and regulatory requirements their global HR processes, and to outsource their payroll in 14 •Ability to meet expansion and contraction of the employee base countries, managing over 11,500 employees. As a result, HR can and ensure payroll accuracy ... ... middle of paper ... ...exible and configurable payroll solution, as well as to a more to support the business, and can at easily be adapted to future harmonized and simplified in-country payroll management. requirements as well. NGA Human Resources is a global leader in helping organizations transform their business-critical HR operations to deliver more effective and efficient people-critical services. We help our clients become better employers through smarter, more streamlined business processes - to save money, manage employee life cycles and support globally connected, agile organizations. This is how NGA makes HR work. What sets us apart is The NGA Advantage. It’s a combination of deep HR expertise and insight, advanced technology platforms and applications and a global portfolio of flexible service delivery options.
opportunity, and this can be viewed through its diversify workforce. The agency, not only serves
Finally, the firm spends a great deal of effort in training its staff, providing the best possible service a...
Throughout the years, our qualified and dedicated team has successfully completed projects for various individual and business clients. Our extensively trained, skilled, and experienced professionals ca...
This paper will highlight the history of the company, followed by HR policies & practices that stand out and implications of HR policies when comparing to other companies. The paper will also explain why the HR policies and practices chosen are important.
In a competitive economic environment, human resource management has taken more of a strategic, hands-on role in many companies to handle the challenges they face to stay competitive. Companies must find ways to bring in customers and keep good, well-motivated employees on the job. With this in mind, companies that are successful must have sound HRM practices and provide a positive workplace for employees. Looking at the Top 10 Companies to work for, we want to know if HRM practices have an effect on that company being one of the best places to work. We will look at REI, number 9 in the top ten companies to work, to see if Strategic Human Resource Management plays a role in their success.
We recognize that our success as an enterprise depends on the talent, skills and expertise of our people and our ability to function as a tightly integrated team. We appreciate our diversity and believe that respect - for our colleagues, customers, partners, and all those with whom we interact - is an essential element of all positive and productive business relationships.
Wert , J., & Liwanag , M. (2002, June 27, 2002). HR as Strategic Partner?. Retrieved October 30, 2004, from http://www.imakenews.com/sibson/e_article000078305.cfm
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?
We encourage the development and application of innovations, best practices, Lean tools and techniques. In order to grow the capabilities of our workforce we provide bespoke training and support through commitment. As a result the company maintains a market head position and benefits from a fully engaged and satisfied workforce.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
All of the policies for human resource management should be in accordance with legal necessities. Firms should behave in the flame of regulations which are the implementation of laws or putting it into practice. (Genc, 2014) Regulations which must be followed include Labour law and quality standards. In general HR Specialist must make sure that the organization policies and practices are in line with the laws of the country, because noncompliance of regulations has negative
The human resource management stands for the management of an entity’s workforce and all that relates to the workforce. The significance of human resource management includes recruitment, orientation, and the ability to retain employees. The human resource management with other managers utilizes these practices in order to produce a solution that relates to challenges. A competitive advantage refers to the business ability to gain the advantages of its economic activities that, it recognizes the organization’s ability to survive and overcome competition in the marketplace. This paper will discuss the concept of competitive advantage in human resource.