Functions of Global Human Resource Management
Functions of Global
Human Resource Management
Both human resource practitioners and researchers alike are concerned with the shift towards globalization of business and the resulting impact on strategic global human resource management (SGHRM) (Martin and Beaumont, 1998). Global competition is becoming the norm and, at current growth rates, trade between nations will exceed total commerce within nations by 2015 (Daft, 1997). In industries such as semiconductors, automobiles, commercial aircraft, telecommunications, computers and consumer electronics, it is impossible to survive and not scan the world for competitors, customers, human resources, suppliers and technology (Gregersen et al., 1998). In this environment, the global human resource management becomes more important to the success of the firm, while at the same time becoming more complicated and difficult to administer (Boxall and Purcell, 2000).
Human resource managers have had to rethink their duties and practices as a result of the processes required in redeveloping a company's procedures and tactics to match a global market. Human resource professionals are studying the effects of a diverse workforce population, various legal jurisdictions, and the relationship between employee training and professional development as a method of adapting a company to a global environment, a process known as "globalization of Human Resources." HR Mangers use five major roles to keep their departments on track in the face of these changes.
Human resource managers' key responsibilities include the recruitment, employment, and retention of talented and qualified staff. Preparing a job description, interviewing potential candidates, extending employment offers, and debating remuneration packages are all responsibilities involved in carrying out these functions. International human resource operations necessitate a thorough grasp of the occupational methods used in each region, as well as an assessment of the skill levels and availability needed to execute job responsibilities, as well as the physical and educational capabilities of the local workforce.
2. Salaries and Compensation Packages
Human resource managers have been compelled to adapt to new methods of providing salary and benefits to their employees as a result of globalization. A major human resources job entails gaining an awareness of the goals and needs of a diverse workforce in order to strike a balance between compensation and benefits for the company's employees. Employees must be educated about atypical benefits packages such as telecommuting, flex time, parental leave for new parents, and tuition reimbursement for adult students as part of human resource management.
3. Training and Development
Employee development and training are critical to their professional success. Employees must have the time and materials to learn about the company's processes and methods, according to human resource managers. Human resource managers must also teach employees about the legal and cultural differences in their new contexts in organizations that are going through globalization. A good training program may improve the efficiency of operations in numerous locations while also reducing the risks of cultural misinterpretation.
4. Administrative Tasks
Human resource managers must be able to handle all of the administrative chores that come with managing a worldwide workforce. Human resource professionals frequently serve as a buffer between management choices and their consequences for employees. When new employees join the company, these employees must be informed on the processes for payroll enrolment, expense reports, vacation time, and health insurance benefits, as well as when management decides to amend these procedures. Employees whose job functions are no longer required must also be reassigned or terminated.
5. Legal Compliance
Understanding local labor laws that regulate activities such as minimum pay, workweek hours, health benefits, and paid vacations is an important part of human resource management in a global firm. Human resource managers must also get familiar with their jurisdiction's employment tax laws. Employment taxes may be imposed by national, regional, or local governments, thus the human resources manager must be aware of these laws and convey their implications to senior management.
References
Collings. D. G. and H. Scullion (2006) Approaches to International Staffing: in H. Scullion and D. G. Collings (eds) Global Staffing . London Routledge.
Dowling. P. and D. Welch (2004), International Human Resources Management: Managing people in a Global Context, 4th edn, London, Thomson.
Kiessling, T. and Harvey, M., 2005. Strategic global human resource management research in the twenty-first century: an endorsement of the mixed-method research methodology. The International Journal of Human Resource Management, 16(1), pp.22-45.
Harvey, M.G., Speier, C. and Novicevic, M.M.,
2000. Strategic global human resource management: The role of inpatriate
managers. Human Resource Management Review, 10(2), pp.153-175.
As discussed, the main functions of HRM include recruitment, hiring and retention of employees. HR managers play a main role in the development of employees and maintaining employee welfare. This article clearly discusses the main duties and responsibilities. HR managers should ensure that their duties are very transparent and fair by all employees. Important article
ReplyDeleteHuman Resource Management ensures the smooth functioning of an organisation. The process starts with formulating the right policies for the job requirements and ends with ensuring a successful business growth of the organisation. Hence,HRM is an invisible agent that binds all the aspects of the organisation to ensure smooth progress.
ReplyDeleteYou have clearly explained the topic .Good job Achala
HRM's key duties are employee recruiting, hiring, and retention. Human resource managers play a critical role in employee development and retention. HRM is an unseen force that connects all areas of an organization to ensure efficient operation. Good article.
ReplyDeleteHuman resource management use major roles to keep their departments on track in the face of global challenges. Salaries and Compensation Packages, Training and Development, Administrative Tasks, and Legal Obligation are few of them. Your have addressed those points in detail through this blog. Job well done.
ReplyDeleteMajor roles are played by human resource management to keep their departments on track in the face of global difficulties. Salaries and benefits packages, training and development, administrative responsibilities, and legal obligations are just a few of them. Have addressed the key points
ReplyDeleteAs you mantioned, human resources managers are responsible for recruitment of new employees, training, professional development, benefits and legal compliance just like any other HR team, but they do so on a global scale. Good blog
ReplyDeleteGlobal HRM is a very important topic to discuss. However, the policies and procedures should be implemented depending on the location and the workforce. Good Job.
ReplyDeleteAs previously said, HRM's major duties are employee recruiting, hiring, and retention.
ReplyDeleteHuman resource managers play a critical role in employee development and retention.
The key roles and responsibilities are discussed in detail in this article.
HR managers should make sure that their responsibilities are clear and equitable to all workers.
Important information
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DeleteMain functions of Human resource management including recruitment, hiring and selection , employee retention, training and development are have to change match with present global trends. Globalization can be identified as an emerging challenge to Human Resource management function and HR managers have to play a critical role in the present context. You have clearly discussed the main functions and responsibilities of HR managers in global context. Great article. Well done.
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