TABLE OF CONTENT

1.0 Introduction to Staffing 3-4

2.0 Effect of globalisation on staffing process in the workplace and the evaluation

4-9

3.0 Suggestion 9-11

4.0 Conclusion 11

5.0 References 12-14

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1.0 Introduction of staffing

HRM defines as human resource management. The definition of human resource

management is the relationship between employer and employee that related to the

management and supporting of the organisation process. It is the effectiveness operation of

core business function of the organisation. The private and public sector of the organisation

have designated human resource management. Human resource is a highly competition and

popular career among the oversubscribed.

Human resource department is the most important and valuable asset to an organisation.

Human resource department are having the scarcity of talent resources and growing

expectation employee for further increased the complexity of the human resource function.

Human resource overall responsibility is to manage the organisation. Therefore, the function

and activities of the organisation is also the responsibilities of human resource management.

Therefore, it plays an important part for the employer to understand the existing of human

resource department. It is important for human resource management to outline the

importance and different function in an organisation. The development and specialism within

human resources function had a great scope that come with the remuneration and

responsibility (Management Study Guide, 2018).

The definition of staffing is the process of developing and hiring that required the personnel

to fill in the title or position in the organisation. The process of staffing is to identify the

workforce requirement, placing, assessing, evaluating and developing individuals for existing

employee and new recruits at the workplace in order to accomplish the job effectively and

efficiency. The benefit of organisation that concerned with managing, attracting, developing

and motivating employees examine several of staffing process (Satyendra, 2015).

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The process of staffing is the managerial functions which included recruitment, training,

manpower planning, development, orientation, selection, promotion, transfer, appraisal and

remuneration. Some of the organisation handled this function outside at various level of the

staffing process by using contractors. Case by case basis may handle by small organisation,

where multiple staffing cycles may handle by large organisations in a single year. Staffing to

acquire permanent or temporary employees may use my any side of organisation (Tilak

Maharashtra Vidyapeeth, 2015)

2.0 Effect of globalisation on staffing process in the workplace and the evaluation

The business term of globalisation is related with the organisation integration that involved

operations, strategies and processes into products, services, idea and diverse cultures. The

process of globalisation enable the investment market and financial to operate internationally

as a result of improvement in communication (Jeffery, 2002).

In terms of marketing, market of the businesses can fairly exploit worldwide easily, but the

ground in various countries that could present challenges is the need for human resources. In

global scale, human resource management learnt to retain and recruit talented (Friedman,

2007). Globalisation effect towards human resource management staffing process is an

important factor that influences organisation.

Managing Cultural Diversity

The effect of globalisation towards staffing process is managing a cultural diversity. Cultural

diversity defines as a group of individual from different society and cultures. The examples

of cultural diversity are language, religion, race, sexual, age and country which bring

difference of experiences, abilities and skill.

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Managing cultural diversity is affecting staffing process due to the complexity activity of

managing the different employee from different cultures in the organisation. The perception

from each country is different toward the work culture, language change and also

communication from every religion. These make human resource management to face

challenges due to the globalisation.

Besides that, the cultural diversity of communication barrier is the factor that affecting

staffing process. The workforce with employees from different countries and culture will

affect the internal and external communication processes number increase due to the

language barrier. There is a way to endure the resultant of segregation, as ethnic ghettos and

exemplified in segregated. According to the government announcement in overall countries,

prospective immigrant is required to learn the country official language is the result of current

phenomenon (Button, 2017).

Moreover, cultural diversity for discrimination is another factor that affecting staffing

process. Usually, the organisation intend to hire diverse workforce have human resource

processes in place to diversity, but the organisation slowly become diverse due to the lack of

strategies plan will impact more discrimination between manager and employees. Therefore,

discrimination is considered as an unfair treatment for someone due to the distinguishing

traits. This is hard to avoid when there are so many different cultures work together in a

working environment (Kokemuller, 2018).

Push for Professional Development

The further effect of globalisation towards staffing process is push for professional

development. In order to improve the skills, knowledge and capabilities of the staff, there is a

need to training for employee to push for professional development. Providing opportunities

for employees to achieve the individual career goals is the concern of professional

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development. There are several of organisations provide the resources such as provide the

opportunities for the employees to further study in order to send the employees to training,

earn a university degree and provide events of networking (Bradley, 2018).

A push for professional development is affecting staffing process although professional

development is important to globalization that creates benefit for both parties. Push for

professional development will increase the stress of the employees. Employer will send the

employees to training in order to ensure that the employees are knowledgeable in the specific

job area and up to date with the latest trends. The huge number of training hours can make

the employees stressed. This will affect the job level of employees go down as the employees

are too stressed.

Besides that, the globalisation effect of push for professional development will affect the

employee loss of the interest. As the time for training which lead for long hours, this would

cause the employees not interested in the session and bored. Employees lose the interest to

attend and listen when the training programs are conducted with sane theory and data.

Last but not least, push for professional development affecting staffing process because this

will cause the employee leave for a new job. The employer has to take risk and understand

that employees would leave for new job after the employees are well trained and updated

with the latest skill and knowledge. The employees would expect for more good perks and

salary which offer from another organisations (Reddy, 2018).

Greater Emphasis on Training

The effect of globalisation towards staffing process is greater emphasis on training.

Professional development is almost similar to greater emphasis on training. The result shows

that globalisation in greater emphasis on training effecting in human resources management.

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The competencies training and needs competencies of groups among employees in an

organisation are tending to be focused. Organisation will host a language classes for the

employees that works in customer service department. The organisation also requires the

employee to learn the new global software platform. An organisation seeks emphasis on

training to give competitive edge in the global market place by honing the employees’

diversity emphasis. It would enable a better employment condition across the countries for

the skill and non-skilled job increased (Spirit of HR, 2018).

A greater emphasis on training is affecting staffing process. A great emphasis on training will

create more productive employee. When the manager gets an effectively training of different

countries skill and experience, the organisation will easier to position the manager to train the

subordinates. Trained subordinates by the manager will assist the subordinate’s job

performance increase and reduce the costly error that may result the decreased o revenue in

an organisation.

Besides that, great emphasis on training is effective motivators. In order to motivate the

immigrant subordinates to perform the best in the job, the manager must be well trained and

confident with the role and ability. This may reduce the barrier between the manager and

subordinates. Performance reviews, efficient-resolution techniques, positive feedback could

be achieved with different types of motivation by the knowledgeable manager (McQuerrey,

2018).

Supply and Demand

The effect of globalisation towards staffing process is supply and demand. The result from

global perspective shows that the demand for employees is exceeds the supply. This is true

for the requirement to specialize the knowledge especially for highly position and skilled job.

Staffing process must find the employees in locales across the globe instead of only finding

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the qualified candidate. The strategies to train and relocate employees to suit company needs

have to devise by human resource department in staffing process (Carty, 2017).

Besides that, supply and demand is affecting staffing process because it may cause the stress

of employee increased. The responsible and workload for the existing employees will

increase when the demand for employee is exceed the supply. This may also affect the

performance expectation of the existing employees reduce and will cause the job

dissatisfaction happens. Therefore, the turnover rate in the organisation will also increase

because the existing employees rather to quit the job instead of increasing workload at the

same salary

Last, supply and demand is affecting will influence the health problems increased. The

employees that work in the diversity work place may require working overtime. Some of the

employees increased the working hour over 40 hours in a week due to limited resources. This

may affect the health problem happen such as an increase in depression among women,

increase in tobacco and alcohol consumption and an unhealthy weight increase among men

(Nestor, 2018).

Labour Force Implications

Globalization certainly is the main factor issue of staffing process.The effect of globalisation

towards staffing process is the labour force implications. A significant effect on labour force

of an organisation is appearing in globalisation. The economy growth and corporation in the

countries of the organisation hiring allows for more diversity. Human resources management

should be aware the negative effect in downsizing will happen because the decreasing in

morale often leads to decreased production produce.

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Besides that, the negative effect for labour force implications is the reduction of the demand

for unskilled labour. The foreign investment does not care for affordable employees but only

request for skilled employees. The rapid in advance of technology might cause the traditional

of nature work disappear. While at the same time, highly specialised professions will create

innovative and latest occupations in favour (Carty, 2017).

Finally, the increased of penetration, competition in services, export sales, exchange rate

fluctuations prompted by international capital movements have an impact on employment.

Globalisation caused many issue, one of it was globalisation affects the flexibility of worker

through national borderlines and domestic might not be sufficient to safeguard the

fundamental rights of the employees (UKESSAYS, 2017).

3.0 Suggestion

The suggestion to managing a cultural diversity is develop programs in order to deal with

cultural issue. Pacific employers have limited English and non-English employees.

Procedures and policies are designed to facilitate communication are critical for these

workplace. However, in order to establish the procedures and policies care must be exercised.

Prohibited employees from speaking languages other than English at all-time cannot be adopt

blanket policies by the employers (Thomson Rueter, 2017)

Besides that, the suggestion for the further professional development is to provide multiple of

solutions. It may limit the choices when putting career development and sticking to it

together. There is more than one solution for most of the career goals. For an example, the

candidate that consist bachelor’s degree in computer support specialists will only be hired by

most of the organisations. Professional certification such as A+ over a degree may be value.

Most of the diversity organisations are willing to give on the job training. This might help in

saving money, time and fasten to gain experience.

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Other than that, the suggestion for globalisation in greater emphasis on training staffing

process is build incentive to learn for more skills. Motivate the employees to move to next

training by rewarding the employees for completing one skill. Providing training and

leveraging technologies at point of need become more astute in learning organisation. With

greater emphasis on result of training will become more process oriented.

Furthermore, the suggestion for demand of employees exceeds supply is recruit a Human

Resource consultant. Hiring a consultant assist to adopt and lead the appropriate process

business. The forecasting for future employee needs can be achieve effectively with these

processes.

Moreover, there is another way to handle the situation of demand employees that exceeded

supply. Instead of hiring employee through staffing agencies, most of the organisations hire

temporary employees directly. For an example, organisation will hire a temporary worker in

order to deal with the demand of increased in a single season. Basically, the employees that

hired for seasonal period or temporary do not entitle for any benefits. Therefore, some of the

employers would offer a basic benefit to the seasonal and temporary employees. The benefit

such as pensions and retirement plan only entitled for existing or permanent employees. The

expenses of labour will reduce by avoiding the cost of providing benefits when the

organisation hiring temporary employees instead of permanent employees. In addition,

temporary employees help the human resource management in staffing process in order to

find a new and qualified permanent worker. If the temporary employees perform well in the

tasks, promotion for the employees to a permanent position will consider by the management

(Hamel, 2018).

Last but not least, the suggestion for effect of implication of labour force is labour policies

emerged with the commentaries on a coherent foreign labour. The policy measures on foreign

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workers, including unskilled foreign labor, are ad hoc and the uncertainty surrounding the

implementation of employers' protests led to the announcement of these policy measures and

postponement. To ensure labour supports are sustainable to the human resource management

and it should be for the long term policy. In order to making employers responsible for levies,

government should use the period prior ecosystem which will assist on employers to better

leverage foreign labour to raise productivity and formulate a more comprehensive policy

(Cheong, 2017).

4.0 Conclusion

In conclusion, globalisation in business environment has powerful force that influences the

staffing process in organisations. The various ways in adjusting to the changes brought about

by globalization is also asserted that global and local both companies. The significant of

variety of outcomes and number of management issues arising from economic globalization

are comprehensively evaluates. Overall, globalisation effect to staffing process is managing

cultural diversity, push for professional development, greater emphasis on training, demand

and supply and implication of labour force. Globalisation effect on staffing process to

organisation may be in positive or negative results that required the balancing and

identification of organisations towards employees (Jeffery, 2002).

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5.0 References

Button,A. (2017) The Disadvantages of Cultural Diversity. Available at:

https://classroom.synonym.com/the-disadvantages-of-cultural-diversity-12082787.html

(Accessed: 14 March 2018)

Bradley.J, (2018) Effects of Globalization on Human Resources Management. Available at:

http://smallbusiness.chron.com/effects-globalization-human-resources-management-

61611.html (Accessed: 10 March 2018)

Carty,S,L. (2017) Effects of Globalization on Human Resource Management. Available at:

https://bizfluent.com/info-8568053-effects-globalization-human-resource-management.html

(Accessed: 17 March 2018)

Cheong,L,M. (2017) Long term solution to foreign labour issue. Available at:

https://www.thestar.com.my/business/business-news/2017/01/21/longterm-solution-to-

foreign-labour-issues/ (Accessed: 20 March 2018)

Friedman,B. (2007) Globalization Implications for Human Resource Management Role.

Available at:

https://www.researchgate.net/publication/225568905_Globalization_Implications_for_Huma

n_Resource_Management_Roles (Accessed: 14 March 2018)

Hamel,G. (2018) Differences in Permanent & Temporary Employee Benefits. Available at:

http://smallbusiness.chron.com/differences-permanent-temporary-employee-benefits-

38025.html (Accessed: 15 March 2018)

Jeffery,S. (2002) What is globalisation? Available at:

https://www.theguardian.com/world/2002/oct/31/globalisation.simonjeffery (Accessed: 15

March 2018)

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Kokemuller,N. (2018) Negative Effects of Diversity in the Workplace. Available at:

http://smallbusiness.chron.com/negative-effects-diversity-workplace-18443.html (Accessed:

14 March 2018)

McQuerrey,L. (2018) The Advantages of Effective Management Training. Available:

http://smallbusiness.chron.com/advantages-effective-management-training-58927.html

(Accessed: 16 March 2018)

Management Study Guide. (2018) Human Resource Management (HRM) - Definition and

Concept. Available at: https://www.managementstudyguide.com/human-resource-manag

Reddy,C. (2018) Staff Training: Importance, Benefits, Advantages & Disadvantages.

Available at: https://content.wisestep.com/staff-training-importance-benefits-advantages-

disadvantages/ (Accessed: 13 March 2018)

ement.htm (Accessed: 10 March 2018)

Nestor,M. (2018) Understaffing Issues in the Workplace. Available at:

http://smallbusiness.chron.com/understaffing-issues-workplace-46884.html (Accessed:17

March 2018)

Satyendra. (2015) STAFFING – A FUNCTION OF MANAGEMENT. Available at:

http://ispatguru.com/staffing-a-function-of-management/ (Accessed: 10 March 2018)

Spririt of HR, (2018) GLOBALISATION & HRM. Available at:

https://spiritofhr.wordpress.com/globalisation-hrm/ (Accessed: 16 March 2018)

Thomson Rueter. (2017) Suggestions for Minimizing Workplace Diversity Conflicts.

Available at: http://corporate.findlaw.com/human-resources/suggestions-for-minimizing-

workplace-diversity-conflicts.html (Accessed: 20 March 2018)

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Tilak Maharashtra Vidyapeeth. (2015) STAFF. Country:India Available from:

http://www.tmv.edu.in/pdf/Distance_education/BCA%20Books/BCA%20V%20SEM/BCA-

525%20Principles%20and%20Practice%20of%20Mgmt-II.pdf (Accessed: 10 March 2018)

UKESSAYS. (2017) Effects of Globalization on the Labour Market. Available at:

https://www.ukessays.com/essays/economics/globalization-affect-the-labor-market-

economics-essay.php (Accessed: 19 March 2018)

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