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Emerging issues in human resource management masomomsingi com
Emerging issues for human resource
Emerging issues for human resource
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Human Resources managers have to change on a regular basis due to changes in the world. Regardless of the size and location of the organization the events happen in the world which causes them to run things differently. This paper will describe some of the changes in roles and responsibility of the human resource managers in response to trends in globalization, technology, diversity, e-business, and ethics. I will relate some the different topics to Procter and Gamble which is an organization that is very large and is located all over the world.
Globalization
"Organizations with international operations hire at least some of their employees in the foreign countries where they operate" (Pg 46) so it easier to conduct business within that country. On the other hand they need to be able to communicate between countries so that is where the human resource manager comes in and hires individuals based of being able to speak different languages. With Procter and gamble having so many different locations all over the world and a headquarters in Costa Rica they need to hire employees from different areas to conduct the work needed to be done. If the organization is small and does not have enough ability to hire staff members to communicate between the different companies they may need to outsource some of the work and hire contract employees who can speak the language needed at different times. "In order for the organization to operate in other countries, its human resource practices must take into consideration difference in culture and business practices" (Pg 47). Each country has their own set of rules and regulations and HR needs to understand that in order to do business in that country they need to abide by those rules.
Diversity and Ethics
Human resource managers need to consider that people come from different cultures and have different values. "Changes affecting the United States labor force is that it is growing more diverse in racial and ethic terms" (pg 34). Another factor is there are more women working now then ever and they are now working in jobs that at one time was known as a mans job. With the world becoming so diverse human resource managers have to take lots of things into consideration, such as ensuring "they fully utilize the talents, skills and values of all employees" regardless of what culture they come form or values they take into account.
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:
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Triandis, H., & Wasti, S. (2008). Culture. In D. Stone, & E. Stone-Romeo, The influence of culture on human resource management processes and practices (pp. 1-24). Psychology Press
Human Resource Management involves the productive use of people in an organisation to collectively achieve the organisation's strategic business objectives. Human resource management also involves employer employee relationship and the satisfaction of the individual employer needs (Stone 2006, p. 4). It is an essential function of an organisation. It has become more prominent in recent years as organisations have to improve their productivity and international competitiveness. In modern times, no organisation can afford to rest on their laurels; to be competitive in the global marketplace, organisations need to rethink their strategies towards human resources.
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)
Human Resource professionals are needed now more than ever. Their knowledge of business and of human resources will be able to aid organizations in the development of strategies and alignment of Human Resource Management policies and practices with developed strategies. In this report, the two strategic issues chosen that are affecting the human resource management practices in the organizations are mergers and acquisitions and outsourcing.
In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century. Multi-generational workforce.... ... middle of paper ... ...
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
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.
Tayeb, M. H. (2005). International Human Resource Management: A Multinational Company Perspective. New York: Oxford University Press Inc.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Global enterprises face the challenge of managing and developing human resources in the global setting. International or global resource management is about the world-wide management of individuals, not simply managing expatriates. (Moti, 2011) This paper will discuss key skills and qualifications that are deemed necessary for an overseas assignment for an individual in a management position. I will also identify some challenges that can arise with the appointment of a new manager in an international location. The Denmark Government has instituted policies to attract foreign investors and is intent on being “the gateway to Scandinavia” (Walden, 2001) For the purposes of this paper it should be assumed that the location of the facility is located in Denmark.
Values, notions, ideas and ways of being (Bodley, 1999). The HRM has develop over short long past. After this, multinational sector has gone for lot of progress, surrounded by the areas as like Strategic Human Resource Management and International Human Resource Management. In additional to that, the increasing levels of globalization and internationalization of multinational sector, the development of new promote it likes China, Europe India, Nigiriya ect..
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.