The Impact of Globalization on Human Resource Management Globalization refers to the interconnection among countries, politically, economically and culturally. Globalization has come into existence due to the following factors: (i) betterment in transportation and communication, (ii) human and capital mobility, (iii) increasing formation and existence of NGOs and multinational corporations. Betterment and improved technology in transportation and communication across the globe has significantly reduced great distances and shrunk the world. In old times when people used to ride on camels or cover distances on foot, today, crossing the Pacific is just a matter of some hours and you’re on the other side of the world! Planes, trains, cars …show more content…
The HR department must also ensure that problems pertaining to the employees are not escalated at higher levels within the organization. This is how the effectiveness and efficiency of the department is judged in every organization. The work of an HR department and the process of globalization can result in adverse affects for each other. However, there are plus points too. We will look at both sides for a better conclusion and understanding of the impact of globalization. An HR department practices the following tasks: * Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins. * Recruitment: here lies the key role of an HR department. Thousands of people send in their cvs for any job and HR is responsible for shortlisting candidates. * Induction, orientation and on boarding: interviewing and finally selecting the right people for the right job at the right pay! HR is also responsible for providing the right training for the candidates selected. * Skills management: HR must identify the skills and abilities of each candidate and train them accordingly. HR must also identify the strengths and weaknesses in each employee and work on ways
The HR Department wears many hats and is most cases responsible for many areas: budget controlling, conflict resolution, training, employee satisfaction, cost saving measures, strategic planning, and of course the big one…the hiring of the “right “individuals. The hiring process needs to be an organized and well thought out set of procedures from identifying who will be needed to the hiring and training of that individual. There are many steps, some of which have legal ramifications, so the procedures need to be followed and reviewed to ensure that the procedures are not only capturing the best candidates but the procedures comply with all of the laws.
The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.
The Human Resources Department is committed to recruiting, developing, and retaining a high performing workforce for every department within the company. We desire to promote an environment that is productive and efficient for our employees and establish Atha Corporation as an employer of choice. In hiring of new employees for the Human Resource department, candidates were asked questions specifically related to the job functions of this specific department. It allowed the managers to gather a general understanding of the individual’s knowledge, job experience, and goals for the company.
HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.
Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular
In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.
An HR manager includes many duties such as recruiting staff (Bureau of Labor Statistics, 2015). It includes conducting the interview with the potential employee if the manager gives them that task (Bureau of Labor Statistics, 2015). HR managers are very knowledgeable about the rules and regulations that face their company about employees (Bureau of Labor Statistics, 2015). They make sure these rules are being followed by all levels of staff members (Bureau of Labor Statistics, 2015). They are also responsible for employees getting the needed training to complete their tasks
The role of the HR Department of the Department of Human Services (DHS) is to handle all aspects of employee relations. The areas it covers are Recruiting and Selection, Training and Development, Performance Management, Employee Discipline, Compensation and Benefits and Labor Relations. Each of these areas is vital to the effective operation of the company as a whole. Although each area is outlined in detail, there is still room for improvement in each.
HR also needs to be cognizant of how the recruitment process will directly affect the quality and diversity of the applicants, the effectiveness of the interviews, how quickly the position is filled, and criterion used to determine the ability to hire the best person for the job.
Human Resource Management systems were created to do many jobs. However, the most known responsibility that HRM has is hiring new employees. HRM takes many steps when preparing for interviews with potential employees. The
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
This practice goes hand in hand with making employees feel welcome. Employees need to know that when they go to HR with an issue that it is in total confidence when it needs to be or that the issue will be taken care of accordingly. An HR manager should never tell other employees about anyone else’s problems. It is best practice to treat these issues as their own and handle them with extreme care.
Within this report, I will outline the reasons why it is both important and necessary to have a human resources function within a company and examine the purpose and benefits of HR management. Specifically, I will be looking at employment legislation, inductions within the workplace and the recruitment and employment process. Although it is imperative to have some kind of HR function within a business that hires staff, I will analyse the advantages and disadvantages of having either an individual person or a team of people as an operational HR function and evaluate my findings accordingly. I will discuss different types of employment documents and how these play a vital role within HR, alongside the methods and
International Human Resources Management (IHRM) definitions are wide-ranging and for some, IHRM issues explore aspects of Human Resources Management (HRM) in Multinational Enterprises (MNE)’s (Briscoe 1995) while others ‘strategic international human resource management (SHRM) is no more than the application of SHRM to the international or global business context’ (Nankervis, Compton & Baird 2002, p.617). Much IHRM work has focused on the areas of international staffing and management development, however, IHRM should not neglect many related areas (Rowley & Benson 2002). Another approach focuses on comparative industrial relations (IR) and HRM, where attempts are made to describe, compare, and analyse HRM systems and
Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).