Global Issues in Human Resource Management

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Introduction

Human resource (HR) of an organization has to be aligned in order to achieve organizational business excellence (Ulrich, 1997).  The current business environments bring new challenges to the organization regardless of the size or the industry or the location of the organization.  As a result, organizations have to build an environment to meet these challenges with the support of HRM while having a plan to enhancing well-being of their HR.

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Human Resource Management (HRM)

HRM is an approach in an organization guiding about how people should be employed and managed to improve the organization’s effectiveness through people (Armstrong & Stephen, 2014). This approach is clear and comprehensive, and it should focus on how people should be treated with respect to set of ethical values (Armstrong & Stephen, 2014).

Issues in HRM…

1. Globalization

As globalization opens new markets and new way of thinking business, on the other side, HR professionals need to create models to attain global agility, effectiveness and competencies (Ulrich, 1997). For example, Philips Corporation has moved their research and development works on mobile phones, televisions, audio products to Shanghai, China (Paul , Chris, & Hilary , 2004 ).

2. Profitability through Growth

Achieving growth and increasing efficiencies while reducing cost will put HR professionals a challenge to seek ways to integrate different organizations’ work processes and cultures together (Ulrich, 1997) .

3. Change

The change can be called by any name such as transformation, re-engineering, culture change reinvention, adaption, flexibility, rapid learning and agility (Ulrich, 1997). For example, Both Tesco and Unilever have invested efforts into mobilizing change by getting the support from a professional and reputable HR Function (Dive, 2004).

4. Technology

It is a challenge for HR professionals and managers to redefine work at their organization to make good use of the technology innovations which come faster than we think (Ulrich, 1997).

5. Intellectual capital

Securing talent and finding a way to measure intellectual capital in an organization have become one of the primary challenges for HR professionals (Ulrich, 1997).

             

Conclusion

Organization’s expectations are much higher on HR professionals to find solutions professionally in order to face these challenges. HR professionals will have to see these issues as a part of competitive business equation (Ulrich, 1997).

                       

References:

Armstrong, M., & Stephen, T. (2014). Armstrong’s handbook of human resource management practice (13 ed.). London: Koganpage.

Dive, B. (2004). THE HEALTHY ORGANIZATION :A Revolutionary Approach to People and Management (2 ed.). London: KoganPage.

Paul , S., Chris, B., & Hilary , H. (2004 ). Globalizing Human Resource. London: Routledge .

Ulrich, D. (1997). Human Resource Champions : THE NEXT AGENDA FOR ADDING VALUES AND DELIVERING RESULTS. Boston: Harvard Business School.