The concepts underlying the management of human resources of international corporations are evaluated in relation to a multitude of factors, including workforce diversity which incorporates culture, race, religion, gender, and sexual orientations, that affect their success and existence.
Managing diversity should incorporate variables which are critical in operating on an international scale. In designing the organizational structure for international operations, the human resources structure should meet both the strategies of the home office and the requirements of the local market. The most critical and relevant variable in the design of the organizational structure is its people or human resources since they are the ones directly involved in the company’s day-to-day operations.
In this regard, the objective of this essay is to proffer the role that human resources management play in internationally located companies focusing on managing workforce diversity. The discourse would outline strengths and weaknesses related to diversity in the workplace. Finally, the priorities in managing such international staffing groups well would also be determined, as required.
The Business Dictionary defines workforce diversity as “similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex, and sexual orientation” (2010, par. 1).
Business organizations exist for a particular purpose. The distinguishing characteristic that differentiates one from the other is the market where each operates. Lee Iwan, a professional with extensive cultural and international experiences international business stipulated that international organizations are considered either importers or exporters of products and services with absolutely no financial investment across borders (Iwan, 2007,