I.

Introduction

The study is entitled “Globalization and Strategic Human Management: An

Overview and Theoretical Framework”. It mainly focuses about the relationship
between Globalization or Global Competitiveness and Strategic Human Resource
Management. The study took place in the Symbiosis International University, India
and was conducted by the researchers with the aim of understanding on what is
Global Competitiveness and how it affects Strategic Human Resource Management.

II. Research Summary

Globalization is broadly regarded as a process that creates complex, interlinked ties

and relations between economies, societies and countries. In order to be successful, it
is essential to recognize the need to adapt to the ever-rapidly changing ways to do
business in the global environment.
Human Resource Management includes conducting job analyses, planning
personnel needs, recruiting the right people for the job, orienting and training,
managing wages and salaries, providing benefits and incentives, evaluating
performance, resolving disputes, and communicating with all employees at all levels.
Strategic Human Resource Management defines the organization’s intentions and
plans on how its business goals should be achieved through people and is based on
three propositions: human capital is a major source of competitive advantage; it is
people who implement the strategic plan; a systematic approach should be adopted
for defining where the organization wants to go.
The HR department being responsible for an organization’s most valuable asset
i.e., its employees, need to always be up to date. It is a practice where the HR
department ensures that the organization has a wide pool of diverse employees
through the method of recruitment, selection and succession planning. It must focus
on rewards, appraisals and aligning workforce to the required standards of
performance. The department has to constantly be on their feet to keep working with
the employees and motivating them to stay stable during any kind of change caused
due to global competition.
Globalization has enabled the companies to expand and establish themselves
worldwide. Following strategic human resource practices enables companies to
perform their human resource function aptly. Gradually, strategic HRM is gaining
importance in its knowledge and application and is being widely adopted by
companies all over the world.
III. Analysis

Strategic HRM basically relies on how the world works and changes in line with
present business scenarios. The utilization of global competitiveness enables HR
departments on keeping up and giving up-to-date benefits to employees to promote
the interest and loyalty to the company. Multiple companies in India already employs
innovated schemes and practices that gives its employees the sense of importance.
Practices that promote growth and compensation basically makes up all the different
styles and programs implemented by these companies.
IV. Conclusion

Companies should always be aware of the needs of its employees. Globalization

may give you the general requirements for a successful employment that is based
on the common practice of multiple companies but we need to understand that
different fields of work require different ways on how to better cultivate and give
a work-life balance environment to its employees. Companies are commonly
remembered when they stand-out with out of the ordinary practices. That is why
companies always are in the look-out for new ideas and is basically the main
concept of global competitiveness. When a company successfully implement a
program that is favored by its employees, it becomes the model framework for
other companies seeking ways to further promote their employment. This
framework branches out to smaller companies until it is fully furnished and is
then become the new normal for HR departments to try and implement.