Globalisation is the latest business concept through which companies are integrating their business functions, processes and strategies across the globe taking advantage of the economic growth and culture of countries overseas. This approach increased the significance of Human Resource Management in an organization to a great extent in promoting sustainable development, of all aspects in most industries. HRM not only manages the employees of the company, but is also helps managers adapt to the changing global corporate atmosphere (J. C. Bradley, 2014). HRM plays a key role in attaining effectiveness of service deliverables which completely relies on the end product and person delivering the service. It is important that the most …show more content…
Therefore, the HR manager needs to collaborate with other operational managers to understand the success criteria and improve business results. The strategic approach to HRM implemented should be capable of creating a competitive advantage through the company’s most valued asset which is human skills. The two important factors organisations need to pay attention to while considering International strategy are cost efficiency and customisation. International Strategy is further subdivided into three segments based on the nature of the market – Global (Ethnocentric Orientation - uses uniform strategies across all business), Transnational (Geocentric view – Global strategies on major corporate issues but permits business unit develop local strategies on other issues) and Multidomestic Strategies (Polycentric orientation - Produces a diverse mix of strategies to adapt and meet needs of each business) (Stone, 2014). A Strategic Model when implemented should reflect a realistic process taking into consideration all factors that persuade the decisions made, the degree to which the business and HRM strategies are planned, applied and evaluated. It should also have the potential, explaining the ‘fit’ between business strategy and HR policies to determine the extent the strategies have been realised (Analoui, 2007). HSBC one of the best banks in the
This assignment of BTEC HND in Business management and HRM is related to the Unit 21 which is Human resource management. The subjects of Human resource management covering areas are different between personnel management and HRM, roles of the human resource manager, Human resource planning process, job evaluation and performance evaluation, recruitment and selection procedure, selection technique, reward management system, exit strategies and redundancy. This assignment gives some kind of knowledge about excellent theories of Human resource management.
The International Human Resource Management (IHRM) is about the global management of human assets (e.g. Adler and Ghadar 1990; Brewster 2002). The motivation behind IHRM is to empower the firm, the Multinational Enterprise (MNE), to be prosperous globally. This necessitates being competitive globally, efficiency, locally reactive, versatile and responsive within a moment’s notice, and proficiency in exchanging information and knowledge over extensively scattered units. These necessities are momentous, and the extent of the reality is undeniable: for instance, a significant number of companies worldwide are under perpetual competition from competitors (Bartlett and Ghoshal 1998). On the other hand, the majority of the developing markets are under constant barrage by foreign direct investments (FDIs) and by the MNEs of developed countries (UNCTAD 1999).
Human Resource Management (HR) acts to serve a function which is aimed at maximizing the overall performance of a business and its employees in relation to the employer 's set standards and strategic objectives. The primary focus of HR is concentrated upon the management of employees, and on the policies and systems within and outside the organisation. (Boxall & Purcell, 2011). “Strategic Human Resource Management (SHRM) aims to align the functions and processes of HR with the strategic aims and objectives and competitive advantage of an organisation.” (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2006). After all, the key characteristic of HR is ‘integration.’ The role of HR and HR Professionals can be linked to four main SHRM theories which will be discussed below:
responsibilities, duties, and tasks of each job in an organization, as well as the major types
Human resources development lies at the heart of economic, social and environmental development. It is also a vital component for achieving internationally agreed sustainable development goals, including the Millennium Development Goals, and for expanding opportunities to all people, particularly the most vulnerable groups and individuals in society as noted by Department of Economic and Social Affairs 2012.
In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are associated with international human resource management. International human resource management is the set of distinct activities, functions and processes which are used by MNC’s to attract, develop and maintain their human resources. (Taylor et al, 1996) The IHRM mainly deals with six core activities. They are recruitment and selection, training, career development, compensation, performance management and employee relation management.
Human Resource Management (HRM) is "activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals." (Quotation is from conversation between team members and Human Resource Manager of a famous chain Hotel.) For being the organization to be efficient and effective managers are responsible for acquiring, developing, protecting and utilizing the resources that organization needs. Human resource is the one of the most important resources in all organizations. And also industrial engineers are responsible for increasing the efficiency and effectiveness in production or service sector.
‘Strategic Human resource management is an approach that refers how the aims of the organization will be acquired through people by means of human resource strategies and combined human resource practices and policies. Strategic Human resource management is also based with viewing the people of the organization as a strategic element for the acquirement of competitive benefit’.
Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages as well as disadvantage. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company, cultural and political differences need to be taken into account.
(Human resource management is more important in a changing environment than before. There are some challenges and changes, which have great impacts on organizations respective to human resource (HR) function behaviors. These impacts know as globalization, increasing customer’s expectations, transparent market, and human resource management (HRM) provides possibilities to make organizations more healthy and competitive. Where the firm may focus on cost for employee compensation and make conclusions on share services or outsourcings.
Human resource management (HRM) is an important strategic and systematic approach that provides each company with the opportunity to create policies and practices, as well as to establish administrative forms (Pfeffer, 2007). According to Armstrong (2009) HRM is an approach that deals with ‘employment, development, and well-being of the people working in organizations’. However HRM has evolved significantly through the years due to the rapid social, economic, political and environmental changes. The HRM has replaced the personal management in terms of managing workforce and sometimes has a similar description in use. It is claimed that HRM differs from personnel management, being a holistic approach and recognizing people as assets and not
In the face of increasing competitive environment organisation needs to focus on the value of investing human resources as a major competitive advantage. It is important to set a HRM to meet those advantages to meet company’s objectives with the flexible environment. Schuler (1992) defines strategic human resource management as “the integration and adaption to ensure (1) human resource management is fully with the strategy and the strategic needs of the firm (2) HR polices cohere both across policy areas and across hierarchies; and (3) HR practices are adjusted, accepted and used by the line managers and employees as part of their every day work”
The mechanistic approach to human resources management (HRM) focuses on the simplest way to structure work so that it can be done most quickly and effective. The particular work of each employee must be so
Human Resource is a term which is used for describing the single entity of the individuals who make the entire work force of any company or organization. Along with the organization, it can be applied for any business or for the entire nation. Human Resource can be considered as the function which is used for implementing and charging strategies in the organization. It has the responsibility of making the policies in relation with the student management.
HRM in International Context - For Human Resource Management to grow and evolve into Strategic Human Resource Management means that it was necessary to not only develop and change its function, but its entire paradigm. The new model for global management includes creating and maintaining a diverse work environment in which cultural diversity is encourage and celebrated, rather than