HRM Strategies Description (1ab113f)


Human resources administrators are continuously coming across heightening challenges inside managing people although working as HOURS practitioners in international or transnational firms in the awaken of globalisation.


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Srivastava and Agarwal (2012) assert that HOURS “managers are going through many changes inside the present enterprise scenario like globalisation workforce diversity, scientific advances, and adjustments in political in addition to legal environments in conjunction with the need in order to embrace information technology” (p. 46).

These challenges apply immense pressure upon the HR features of seeking efficient strategies of recruitment, training, developing, plus retaining the the majority of talented personnel inside a global organization characterised by large workforce diversities.

This paper is exploring two main troubles encountered by HUMAN BEING RESOURCES managers working within multinational or even multi-transnational companies. These types of difficulties are connected together with globalisation in conjunction along with problems and possibilities regarding communication plus also the exact product information technical innovation affecting HUMAN RESOURCES capabilities.

Challenges regarding HR within regarding the age group regarding globalisation


From political in addition to economical perspectives, globalisation pertains to typically the market segments, legitimate, and personal denationalisation. It contributes to be able to the mixing regarding economic systems paired together with trade market sectors.

Globalisation shows HR to be able to problems including most of the business of new regulations affecting HOURS capabilities, differing job values, attitudes, connection problems as a effect of terminology limitations, competition, besides differing managerial models in the search for have people job effectively in a new bid to obtain the goals regarding a transnational or perhaps multinational organisation.

In the lighting with this realisation, Srivastava and Agarwal (2012) assert, “HR administrators have a very challenge inside dealing with even more functions, more heterogeneous functions, and even more involvement in the particular employees’ personal life” (p. 46).


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Among the various difficulties encountered by HUMAN RESOURCES, while doing work in globalising transnational or multinational organisation, is adding people from various cultural skills, which usually offers the management obstacle in worldwide organisations’ HR features.

Globalisation plus supervision of labor push diversities

As firms globalise, a persons ASSETS department recruits, instructs, and seeks inside order to keep people through different cultural plus moral backgrounds.

Effective management of persons from diverse sociable backgrounds calls together with regard to HOURS managers in buy to put added work and appearance regarding tricks regarding mitigating social clashes in the global business.

Dessler (2004) states, “The value of variety supervision is still disseminated by simply academics plus specialists alike, citing typically the many features of possessing a heterogeneous business as compared to a homogeneous organisation” (p. 43).

A homogenous organisation is the non-diversified organisation whilst a heterogeneous will be diversified organisation, which usually means that this employs people associated with varying backgrounds when it comes to race, age, bodily abilities, and physical regions among elements.

Inferring out of this argument, a globalised or transnational company is an impartial organisation.

Globalisation poses a substantial challenge the HUMAN RESOURCES, which is the task of effective administration of diverse workers.


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Scholars remember that the good management associated with workforce diversity must have the ability in order to improve workforce efficiency, improve workforce wedding, and foster lower of staff absenteeism coupled with typically the decrease of labour force start (Dessler 2004).

For example, at Yahoo Organization, workforce range administration is essential inside the particular effort to improve typically the particular capacity to handle the different requires associated with different Google client bottom.

Particularly, Yahoo gains from the appropriate views from the different workforce just for this sort of a staff offers increased problem-solving capabilities coupled together with improved creativity ranges, a thing that is essential with regard to be able to the success related with the business later on regarding the unfamiliar transforming business atmosphere.

This element illustrates the growing problems of RECRUITING in order to deploy variety such as a source related to competitive advantage instead of a cause associated with organisational failure because of to diversity issues.

A developing body of books reveals that the direct correlation is present amongst employees, attendance, job performance, determination, and perception regarding being valuable assets of an business.

According to be able to Pope, “if supervision and team people are not able to value females and minorities, business productivity will more than likely endure as a consequence” (2004, p. 63). This assertion refers to that mismanagement regarding workforce diversity converts in order to be able to affecting an organisation’s costs.

In this context, firms that do certainly not support diversity present in their locations of work will most likely plunge in in order to expensive lawsuits in addition from court set up cases, which are usually usually contributed primarily simply by bad management associated along with various talent going swimming pools.


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Additionally, globalised organizations are vunerable to be able to costs linked inside order to exchanging employees (Jayne as well as Dipboye 2004).

In the circumstance where a very good organisation is constituted of people related with varying nationalities along with larger proportions of women in comparison to the particular basic industry typical, a great interrogative occurs searching for HR target viewers on how the actual reconciliation of versions among employees can be done without truncating directly into undue friction through day-to-day interactions through the employees.

In this context, handling workforce diversity turns into a crucial endeavour. Normally, the performance of your organisation becomes in a negative way impaired, and consequently its productivity in addition to profitability.

Development of plausible information by today’s administration professionals is certainly crucial since many associated with the issues experienced in the function environment prompting intolerance for the variations characterising differing employees can only become solved by make use of of astute methods of workforce variety management.

Pless and Maak (2004) argue that most of the issues that trigger friction in a good organisation are mainly credited to perspectives associated with minority and vast majority workforce differences (p. 129).

This friction usually much more pronounced in companies with the vast majority of the labor force coming from the collective ethnic team or race.

Where minority organizations mostly perceive on their own as being oppressed or even discriminated against, this is apparent that will they would think about taking steps which may be unhealthy to usually the performance of the great organisation.

This aspect simply might be thoroughly probable since globalisation has fostered totally free of charge plus quick movement associated with information about consciousness of typically the particular minority rights combined with the existence of stronger organisational codes concerning conducts and limitations predominantly formulated in order to be able to govern behaviours within just workplaces.

In this context, possessing workforce-diversity management information is critical for your purposes of enabling HR managers to be able to achieve their careers mandates.

This assertion just might be even more practical especially by simply consideration of Père (2004) argument of which it “is with the intention to the management regarding any firm to be able to sensitise its staff towards race in addition to gender issues and be sure that the office is free regarding discrimination against fraction groups as well as women” (p. 64).

From this dimension, managing workforce diversity has a chief contribution in aiding people working within a globalising company to connect in a good attempt to additional the organisation’s objectives, create positive modifications within the business community without killing promotion, and conditioning global organisations company partnerships.


Globalisation increases the particular challenges of HUMAN RESOURCES function inside an company by creating a lot more complex workforce similar to increased workforce variety characteristics.

Kersten (2000) notes that will managing diverse workers in a international or transnational company “begin with desired social and politics goals” (p. 236).

Drawing through this argument, this is clear that will HR management includes a proactive role in order to play in ensuring that workforce diversity is appropriately managed to avoid conflicts of interest among the minority and majority groupings of workers.

Additionally, HR administrators cannot conduct this specific noble task when they are not necessarily fully cognisant regarding the relevance in addition to importance of handling the workforce diversities appropriately in globalising organisations.

Challenges and opportunities regarding communication and details technology on HR


Advancement details and technology features challenges in organizations linked to adaptation regarding work to meet changes in the technologies used to create products and services to prevent obsolescence of an organisation.

According to Mishra, and Akman (2010), “advanced technology has tended to reduce the number of jobs that require little skills and to increase the number of jobs that require considerable skills, a shift called moving from touch labour to knowledge works” (p.243).

The most significant challenge of HR is to seek a mechanism for ensuring that their globalising organisations can take advantage of information and technology to enhance the development of their employees’ skill levels and productivity.

Opportunities and challenges of information and communication technology (CT) for HR

ICT presents several opportunities for organisations amid their size and resource levels.

Currently, through the development of Internet-based business platforms such as e-commerce, a small organisation located at the Silicon Valley can do business not only within the Silicon Valley suburbs but also in other places including Shanghai and London or any other city or nation across the globe.

This aspect implies that technology and information developments have made it possible for small and mediums sized organisations to compete with giant organisation in the global markets (Finkelstein 2005, p.368).

Information and technology scholars accept that trends in globalisation at all levels of economic drivers within all nations present opportunities that have not been experienced before; however, these scholars also agree that new brand of challenges are also registered in terms of ensuring that people working for organisations remain happy and committed to their employer.

In an empirical assessment conducted by Mishra and Akman (2010), it emerges that technology and HRM “have a broad range of influences upon each other, and HR professionals should be able to adopt technologies that allow the reengineering of the HR function” (p.243).

This observation implies that information technology creates an opportunity for enhancing the effectiveness of the HR function within an organisation in creating climates for innovations coupled with development of information-based organisations (Hempel 2004).

The development of such advances in technology for HR functions managements is fostered by the need of the HR department to conduct its functions in the global markets in a manner that ensures speed, costs reduction, and efficiency.

In some situations, the HR personnel should interact physically with employees to resolve some of the challenges that affect their productivity.

This aspect is particularity important when the employees’ concerns are emotional, which explains why HR personnel should have skills such as emotional intelligence. Sufficient resolution of the challenges encountered by employees requires ardent communication.

IT communication platforms provide room for verbal and written communication. Unfortunately, non-verbal communication does not work optimally through the HR virtual platforms.

Although to resolve this challenge, an organisation can create both virtual and non-virtual HR systems in the globalised organisations, “HRM must meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented by leveraging information technology” (Snell, Stueber & Lepak 2002, p.83).

In this regard, information and technology are becoming a vital prerequisite tool for professionals in the field of human resource.

The sophistication of external structural alternatives coupled with IT-based tool for management has led to the emergence of virtual HR.

IT enables organisations to avail state-of-art human resource services, which reduces organisational costs irrespective of the size of an organisation through availing cheap and efficient HR technologies.

Although virtual HR reduces instances of direct interaction of the HR and the employees tremendously, Mishra and Akman (2010) maintain, “ HRM could support the efforts of technological innovation’s to achieve high performance by focusing more on value-added activities to realise the full potential of technology and organisational strategy” (p.244).

This goal is realisable via freeing HR various intermediary roles to enable them to focus entirely on human resources strategic planning coupled with development of organisations.

Information technology is essential in aiding the process of automating various functions of the HR, including the payroll processing administration of numerous workforce benefits and a myriad of transnational chores.

Operating in a globalising world, HR encounters the challenges of dealing with workforce derived from cross-cultural backgrounds akin to recruitment of employees from differing nations, political systems contexts, and cultures.

Although this aspect presents a significant challenge for HR in the efforts to develop strategies for ensuring that amid the differences between people employed by organisations, they are satisfied with their jobs, Tansley and Watson (2007) argue that IT is an incredible tool for handling the challenge.

Tansley and Watson (2007) reckon, “IT has considerable potential as a tool that managers can utilise, both generally and in human resourcing functions in particular to increase the capabilities of the organisation” (p.115).

However, even though IT can enhance quick and precise communication to the employees, challenges are still encountered in the derivation of strategies for communicating to multicultural employees pools. For organisations operating in the global markets, this challenge is even amplified.

Such organisations often find themselves employing people that the HR can only interact with through virtual means.

Consequently, the best mechanism of making people happy continues to be a challenge to the HR whose functions are essentially realised through information technology platforms.


Information technology allows organisations to conduct their business management functions from a centralised location without necessarily having to create physical offices in their global outlets.

Some organisations, such as, only have one physical location, from where all the operation, including supplies and logistics among others, are conducted through interaction of e-business platforms such as B2B and C2B.

Although such functions require employees, often located in different nations, the HR has no way of directly interacting with them in an effort to resolve their challenges, which may affect their productivity and especially problems that create heated emotions.

However, amid these challenges, application of information technology creates immense opportunities for the HR to conduct its function in fast, effective, and efficient ways, which include automation of specific HR roles such as administration of employees’ benefits systems and processing of payrolls.

Through IT, organisations are in a position to reduce the costs associated with the execution of HR functions within global organisations. The repercussion of such a move is the creation of productive and competitive organisations in the global markets.

Reference List

Dessler, G 2004, Management principles and practices for tomorrow’s leaders, Prentice Hall, Upper Saddle River.

Finkelstein, L 2005, ‘What is global governance’, Global Governance, vol. 1 no. 2, pp. 367-372.

Hempel, P 2004, ‘Preparing the HR profession for technology and information work’, Human Resource Management, vol.3 no.2, pp. 163-177.

Jayne, A & Dipboye, L 2004, ‘Leveraging Diversity to Improve Business Performance: Research Findings & Recommendations for Organisations’, Human Resource Management, vol. 43 no.4, pp. 409-424.

Kersten, A 2000, ‘Diversity management dialogue, dialectics and diversion’, Journal of human resource management, vol.12 no.4, pp. 234-253.

Mishra, A & Akman, I 2010, ‘Information Technology in Human Resource Management: An empirical assessment’, Public Personnel Management, vol.39 no.3, pp. 243-262.

Pless, M & Maak, T 2004, ‘Building an Inclusive Diversity Culture: Principles, Process, and Practice’, Journal of Business Ethics, vol.54 no.2, pp.129-147.

Pope, A 2004, ‘Diversity is the key in strategic planning’, American Water Works Association Journal, vol. 96 no.7, pp. 63-64.

Snell, A, Stueber, D & Lepak, P 2002, ‘Virtual HR Departments: Getting out of the middle’, In R Heneman & D Greenberger (eds), Human resource management in virtual organisations, Information Age Publishing, Charlotte, pp. 81-101.

Srivastava, E & Agarwal, N 2012, ‘The Emerging Challenges in HRM’, International Journal of Scientific and Technology Research, vol.1 no.6, pp. 46-47.

Tansley, C & Watson, T 2007, ‘Strategic exchange in the development of human resource information systems (HRIS)’, New Technology, Work, and Employment, vol.15 no.2, pp. 108-122.

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