MN7181-People and Organisations

THE GLOBAL CONTEXT OF HRM

In the dynamic, fast moving work world, HR has taken a lot of new turns and globalization had definitely has its impact over the field of HR as well. The necessity of shared knowledge and the requirement of accepting the diversities within cultures and nations have become a powerful tool in HRM, especially if organizations need to stand out from the competition.

What is the global context of HRM?

The global context of HRM can be defined as an approach where the local appeal for the work is developed and accelerated without compromising upon the global identity of the workforce that is involved in the process. It promoted recruitment through global communities and diverse cultural contexts and also is an approach where the cross cultural sensitivity is developed among the employers and the employees regardless of the grographical boundaries. Sharing knowledge through cross cultural relationships and thus creating competitive advantage, decision making and coordination, adhering to the legal compliances associated with the global context cab be defined as some of the objectives of the global HRM. (Kramar and Syed, 2012)

The contribution of global HRM for an organization or an entity

·         Integrated Operation using technology

HR systems can be upgraded to be used on a global scale and more job opportunities can be created for employees via the cross cultural impact and the connections made with overseas staffs

·         Shared knowledge base

By creating, developing and sharing knowledge among communities and cultures and working towards a common goal can create competitive advantage for an organization

·         Social integration and developing bonds between the workforce

This will help the employees in multinational organizations to integrate with their foreign work partners better and also develop cross cultural sensitivity while creating a more accepting and diversified work culture.

·         Emotional integration through shared identity

The application of global HRM will require the assistance and the lead of professionally qualified HR professionals who can handle HR matters at a global scale and balance the strategic path of the organization along with the legal, compliance and other global issues that come along with it, and this will require negotiating a new balance between the application of global rule-sets to HR processes and the need for local responsiveness. Managing expatriates and management of subsidiaries needs to be well balanced and handled professionally.  (Goshal and Graton, 2002)

References

Kramar, R., and Syed, J., 2012. Human Resource Management in a Global Context [Online] Available at:
https://books.google.lk/books?d=WLMcBQAAQBAJ&dq=international++HRM+Kramar+and+Syed&hl=en&sa=X&ved=0ahUKEwiXvPWF9_DmAhUEeisKHQSnA3gQ6AEINjAC
[Accessed 07^th January 2020] 

Ghoshal, S., and Gratton, L., 2002 Integrating the enterprise, Sloan Management Review

[Online] 

Available at: http://sloanreview.mit.edu/wp-content/uploads/saleable-pdfs/4413.pdf

[Accessed 07^th January 2020]