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Global Human Resources

Global Human Resources

There are three identified functional areas of human resources that are likely to change dramatically if a company adopts a global business model. They include employee training, employee relations, and compensation. While adopting a global business model, employees assigned international assignments will incur significant changes across the three identified human resource functions (Boon et al., 2019). First, compensation varies from one country to another. For instance, different countries have set minimum wages that should be observed by companies operating in those countries. Therefore, employees assigned with international tasks will have to consider such regulations, for example, when hiring citizens of such a country to accomplish the organization’s objectives. Second, while training the hired employees, the assigned managers have to consider the cultural background of the employees drawn from various international contexts. Third, a change is likely to occur regarding employee relations when a manager or employee is assigned international tasks. Essentially, this depends on the regulation of the country, culture, beliefs, and dress (Ahammad et al., 2020). The tasked employee will have to change the norms to accept the different presentations of these notable variables within the workplace.

Employees transitioning to global assignments should embrace workplace diversity. Notably, this will help them understand and respect other people’s way of life within the workplace environment. Further, it will help them stop being judgmental regarding other people’s behaviour. In turn, they will succeed in different matters, such as building teamwork and creating a conducive work environment. Various trends can affect employees while transitioning to the global arena (Rana & Sharma, 2019). First, the increased use of technology will impact their work. Thus, the employees will require relevant technological skills to operate in the international workplace. Second, the gender equality and inclusion aspect is a significant trend that employees should consider because it can result in legal issues. Third, employees should consider workplace diversity to respect other people’s cultures, beliefs, norms, dress, and eating habits.

References

Ahammad, M. F., Glaister, K. W., & Gomes, E. (2020). Strategic agility and human resource management. Human Resource Management Review30(1), 100700.

Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management45(6), 2498-2537.

Rana, G., & Sharma, R. (2019). Emerging human resource management practices in Industry 4.0. Strategic HR Review. https://doi.org/10.1108/SHR-01-2019-0003

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Question 


According to Entrepreneur.com, the main reason for a company to become global is the ability to expand and grow. Companies that begin selling their products and services outside of the domestic market can extend the sales life of existing products by finding new markets to sell them in, and thus reduce their dependence on the domestic market or cyclical fluctuations and demand cycles. Transforming a business to be successful in a global market requires a considerable amount of work, planning, and financial investment. The same thing could be said regarding the work, planning, and investment that the HR professional must do when preparing for the role of a global human resource manager.

Global Human Resources

Global Human Resources

Hilka Klinkenberg, founder of Etiquette International in New York City (as cited in Newlands, 2015) claims that more than 75% of U.S. business ventures abroad are unsuccessful because Americans do not take the time to study the culture, customs, and environment of the targeted markets. In addition to creating a strong business plan, companies should invest in the employees who will be building the necessary relationships for success. Taking time to learn the role of body language, dress, cultural heritage, traditions, how other cultures do business, and what activities have the greatest impact on relationships is key to successful international business.

In this week’s discussion, you will examine the essential functions of human resource management and how these functions might change as companies move to a global business model. You will also consider how HR professionals can help employees prepare for global assignments.

**List three functional areas with human resources (staffing, compensation, employee relations, HRIS, training) that will dramatically change as companies transform to a global business model
**Describe the changes that would occur for employees who are transitioning to a global assignment
**Provide advice that you would give to employees who are transitioning to a global assignment
**Describe three workforce trends that might impact companies and employees that are transforming to a global business model

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