Journal Article Review

Presentation

Presented by: Group ‘G’

Jamuna Kumari Shrestha
Arjun Upreti
Nandita Neupane
Mamata Khadka
Gyanu Tiwari
 About The Article
 Title: Factor Impeding Global HR Management
Transformation
 Author : Gloria Mothibi
 Publication Title: European Journal of Business
Management.
 Published Year:2015
 Publishers : Department of Research &
Publication, Regenesys Business School, South
Africa.
 Background Of The Study
• The many multinational corporations (MNCs) are struggling to
duplicate practices among culturally and geographically dispersed
subsidiaries (Chamber ,2013).
• Advance Technological change and increasing deregulation have
create a new competitive landscape for HRM at the Global level
(chees,2010).
• MNCs are modifying their opportunities boundaries to maintain a
high degree of flexibility in their structure and culture.
(Harris&shapiro,2010).
• An Adaptive Global organization should be oriented towards
dynamic and anticipatory strategic flexibility as core
competencies.(Harvey&Novicevic,2011).
 Objective Of the Study
• To explore the current challenges experienced
in Global human resource during the period
2010-2014.
• To identify the principal component of
Analysis(PCA),strategic talent management in
Global Human Resource transformations.
• Review of labor laws of host countries in
Global HR Transformational challenges.
 Issues and Problem Stated
• Cultural and Geographical boundaries

• Retaining and developing human capital needs

• Manage the Global Workforce and sustainable

development

• Technological Advancement
 Literature Review
• Globalization and advanced technology create the challenges in
global HRM.(chen and Eldridge,2010:248)
• At global level, multinational corporations experience challenges
sustaining HRM practices and system.(Gordon ,2010)
• HRM practices must include reward and compensation, workforce
planning, retention of talent staff and labor laws.(Lee and
Wu,2010)
• Global companies are developing expansion and retention staff
strategies (Gordon,2010)
• Cultural differences existing within multinational organisations
create strategy execution challenges for global human resource
managers(Kapoor,2011)
 Sampling

• It include quantitative descriptive and exploratory

design.
• It has taken MNCs based in Gauteng Province, South
Africa.
• The data has been collected from homogeneous cases ,
the ultimate sample size was determined by accessibility
and possibility of voluntary participation of respondent.
• A structured self administered standardized
questionnaire was used as primary data , comprised of
sixteen questions under broad dimension.
 Statistical Tools Used
N Mean Std. Dev
statistic statistic S.E Statistic
Adaptation 28 4.11 0.157 0.832
to new HRM
technology
Strategic 28 4.18 0.146 0.772
workforce
planning

Cultural 28 3.68 0.225 1.188

differences
across
countries
Managing 28 3.96 0.150 0.793
labor costs
 Internal Consistency of Items
Scale Reliability and Structural Validity of
Items
 Implementation of Change.

 Workforce Planning and Staffing.

 Performance Management and Review.

 Principal Component Analysis of
Dimensions
• Principal Components:
 Global Coordination of Human resources Policies and
Procedures.

 Resistance to Change by Employees.

 Adaption to new HRM Technology .

 Dealing with Future Talent Gaps.

 Conclusion

• The need of consistently review effectiveness of

policies and procedures of HR transformation.
• Realization of importance of effectively
attracting and retaining strategic talent staff.
• Focused on motivation i.e; improving benefits
and reward provide training to the key staffs.
• Ensuring good work environment for
transferred staff.
 Recommendation

• The study has been conducted in specific area but the result has been
generalized overall.

• Since the study is questionnaire related, the chance of information

submitted by respondent can be false.

• Inadequate use of statistical tools.

• The study is employee oriented; it does not explain about the higher
level management.

HRM ARTICLES REVIEW.pptx

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