Topic - Global challenges facing HRM.

Paper Name - Human Resource Management

MBA SEMESTER - II
(2021-23)

SUBMITTED BY
Name – Richard Tirkey
Registration No - 21104710017
INTRODUCTION
The human resource managers are the
key people in the industry. They play an
important role to bridge the expectations of the
employers with the aspiration level of the
employees in the organization. Liberalization,
privatization and globalization have brought
subtle changes to the Indian industries. The
industries have been opened to the global
competition with the resources, manpower and
technology available to them. In such a
competitive global scenario the Industries require
suitable human resource personnel. They
evolve suitable methods to tackle the issues arising
out of changed situation by including
factors like strategy, staffing, organizing, leading,
management development, organization
culture and climate, performance evaluation and
compensation management. However, in
the changing global environment the challenges
before the HR managers expect them
strategic skills to prove their competence in the
industry. The factors like workforce diversity,
cultural differences, organization's style and
strategies paves way to the concept of ‘Global
HRM’
Challenges faced by global HRM
According to Lu and Bjorkmann, (1997) the major
challenge faced by the global
human resource executive is that he should possess the
knowledge to identify the extent and
imitations to which the HR policies and procedures can
be standardized in the global
scenario. So, the challenge is evident in the various
process of human resource management
right from recruitment, selection, training, performance
appraisal, compensation
management, etc and also with the environmental
aspects like cultural differences, language
differences, labour laws prevailing in the operating
country, etc.

GLOBAL HRM AND STAFFING POLICIES:

staffing policy involves the selection of skilled
individuals for a particular post in the
company, this definition suits to the global scenario
as well but the human resource manager
has to look into the international business policies
like ethnocentric, polycentric and geocentric
approach.
SELECTION PROCESS:
Every organization tends to follow a certain criteria and
methods for their selection
process that helps them to find the right man for the
right job. The selection procedure
involves the core areas like behaviour, attitudes, skills,
motivation and personality testing.
For international human resource selection process, the
main focus revolves around the
cultural adaptability, strong communication skills,
technical competence, professional or
technical expertise, global experience, country-specific
experience, interpersonal skills,
language skills, and family flexibility. In a survey it was
evident that Biswarup Banerjee,
head of marketing communications, Ipsos, India has
stated that about 28% of the employees
in developing countries like India, Mexico, Brazil, etc are
willing to relocate to developed
countries while on the other hand the employees in the
developed countries are quite reluctant
to the same.

TRAINING AND DEVELOPMENT:

The next step after selection is training the human
resources to do the specific job at
the host country. As we have discussed earlier the
different staffing strategies followed by the
company will decide the degree of complexity and
challenge for the global human resource
manager.
Management development programs have a strategic
purpose that enhances the management and leadership
skills of the executives along with reinforcement in the
corporate culture. Apart from this the prominent
challenges that exist for a global human resource
manager is the balance between the standardization and
localization of the human resource practices, the
international labour relations, time zones and the
cultural differences. Strategies have to be developed that
helps in turning out these challenges into resources
useful for the effective functioning of the company
globally.

CONCLUSION
This topic has a broader perspective that touches upon
the major HR activities like staffing, training and
development, performance appraisal, compensation,
labour relations, change management, etc., that’s
different from the domestic environment. So, it’s evident
that the HR team must formulate a strategy to find the
correct path in the business maze that satisfies the
global HR mantra ‘right man for the right job at the right
place and at the right cost’. The facts like expatriates,
glopats, competency mapping, succession planning,
knowledge management, etc were taken and discussed
to understand the role of the HR manager at the
different levels of a global organization. Like-wise one
size fit all strategy is a hypothetical one and only tailored
solutions can be adopted by international firms.