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…
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, ...
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An example of this case is the GS Plumbing, a firm operating in the plumbing industry. Despite its rapid growth, the firm has to address a series of critical issues including the low employee performance and the fact that employees leave the firm for competitors.
Basically, “recruitment can be described as those activities in HRM which are undertaken in order to attract sufficient job candidates who have the necessary potential, competencies to fill the job needs towards assisting the organisation in achieving its objectives.” (Swanepoel, 1998, p.
Second-class mail services charge less when compared to the first-class mail and they are delivered after the third working day of posting the mail. Saudi Post was established in 1836 and it became a member of the Universal Postal Union in 1929. The general directorate of postal services was transformed into a public foundation.
There is a major distinction between human resource management (HRM) and traditional personnel management. Recently, many companies have made it a focus in HRM to observe a strategic approach due to the numerous competitive advantages that it gives them
anagement 14 Attendance 15 Disciplinary Action 15 Conclusion 16 References 17 Introduction Human resource (HR) management is one of the major management functions in an organisation. Without the proper management and implementation of HR process, it becomes impossible for a company to sustain and survive.
As a result of these developments, HRM has become a major thrust area where the focus is on synergizing and propelling organizations to seamlessly integrate with the macro environment. The field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson, 2003).
Strategic thinking is based on rational decision-making ,taking into account the competitive and financial pressures on modeling the present situation and the resources available to it, including its people. Personnel management was essentially reactive whereas HRM exemplified by HR strategy is proactive and takes a longer perspective.
Employees in the worst performing group are then deprived of regular bonuses for the first year and face possible dismissal if their poor ranking remains unimproved in subsequent years.
It seems like a sound policy to rank employees according to their level of performance, with the rankings made as basis for the award of pay raises and incentives, including future promotion.
mporary challenges faced by the human resource management (HRM) in organizations is to integrate programs involving human resources with strategic organizational objectives. Organizations are increasingly under tremendous pressure worldwide and also internally to perform at