The global context for HRM
With the dawn of globalization, companies - large or small have ceased to be local, they have got turn out to be global. This has expanded the workforce diversity and cultural sensitivities have emerged like by never before. All this brought about the development of global Human resource management.
This importance can be seen at four various levels. They are at organization level, professional degree, societal level and national level. HRM helps any company to achieve its goals more effectively in the following approaches. Maintain and attract the required talent through effective compensation policies, orientation, placement, selection, recruitment and planning. Maintaining an effective and highly motivating organizational culture and using the present resources successfully.
The transformation of human resources today is a direct call of the rapid changes within businesses due to factors such as globalization. In the global competition within the flat and connected new world, decision making in organizations has become increasingly intricate and convoluted. The new global world has widened the talent pool for excellent and marginal workers, and for permanent and fluid workers. An organization‘s talent can be a source for a sustained competitive advantage and can affect important organizational outcomes such as survival, profitability, customer satisfaction level, and employee performance. Human resources need to take advantage of technology and data analytics to build a global human resource information system that collects and stores data from various sources.
The human resources need to focus on organizations long-term objectives and on future-oriented plans. Instead of focusing exclusively on internal human resource issues, human resource departments need to take a balanced and broader approach. HR departments of global companies must assemble data on factors, such as employees, attrition and hiring, compensation and benefits, ethnic, gender, cultural, and nationality distributions, and load into data warehouses and data marts. By applying advanced analytical techniques on the data, human resource professional will get business insight, predict changes, and make informed decisions at operational and strategic levels. The human resource professional accesses current and anticipates future skills shortagesthrough strategic skills planning. Global organizations not only need to a networked, collaborative and open to culturally diverse workforce, but also consists of high talent.

References


Merhar, C., 2016. Employee Retention - The Real Cost of Losing an Employee. [Online] Available at: https://www.zanebenefits.com/blog/bid/312123/employee-retention-the-real-cost-of-losing-an-employee [Accessed 11 December 2018].
Nzuve, M. & Singh, R., 1992. Introduction to Manpower Management. New Delhi: Algraphic Advertising.

Richmond, V.P., Byham, W. & Dixon, G., 1994. How 20 World Class Organisations are Winning through Teamwork. San Francisco: Iossey Bass.

Comments

  1. Sampath W D NDecember 29, 2018 at 8:33 AM

    I am glad reading your article. better if u can touch more literary. thanks for sharing

    ReplyDelete
  2. ShanikaJanuary 5, 2019 at 11:35 PM

    Interesting article

    ReplyDelete

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