Expatriate employees want to achieve different tasks based on the different nature of their job His-An Shih et al. Scholars do some research about expatriates of four information technology industry who worked in Taiwan.
Once concerned with the impact of local issues on employees, human resources must now consider the effects of workforce diversity, legal restrictions and the interdependence between training and professional development on the organization.
As such, the five main functions of global human resource management are vital concepts to the strategic operation of a business.
Recruitment Process Attracting, hiring and retaining a skilled workforce is perhaps the most basic of the human resources functions. There are several elements to this task including developing a job description, interviewing candidates, making offers and negotiating salaries and benefits.
Companies that recognize the value of their people place a significant amount of stock in the recruitment function of HR.
There is good reason Concerns global company human resources this -- having a solid team of employees can raise the company's profile, help it to achieve profitability and keep it running effectively and efficiently. On-the-Job Training Even when an organization hires skilled employees, there is normally some level of on-the-job training that the human resources department is responsible for providing.
This is because every organization performs tasks in a slightly different way. One company might use computer software differently from another, or it may have a different timekeeping method. Whatever the specific processes of the organization, human resources has a main function in providing this training to the staff.
The training function is amplified when the organization is running global operations in a number of different locations. Having streamlined processes across those locations makes communication and the sharing of resources a much more manageable task. Professional Development Closely related to training is HR's function in professional development.
But whereas training needs are centered around the organization's processes and procedures, professional development is about providing employees with opportunities for growth and education on an individual basis. Many human resource departments offer professional development opportunities to their employees by sponsoring them to visit conferences, external skills training days or trade shows.
The result is a win-win: Benefits and Compensation While the management of benefits and compensation is a given for human resources, the globalization of companies in the twenty-first century has meant that HR must now adapt to new ways of providing benefits to an organization's employees.
Non-traditional benefits such as flexible working hours, paternity leave, extended vacation time and telecommuting are ways to motivate existing employees and to attract and retain new skilled employees.
Balancing compensation and benefits for the organization's workforce is an important HR function because it requires a sensitivity to the wants and needs of a diverse group of people.
Ensuring Legal Compliance The final function of human resource management is perhaps the least glamorous but arguably of utmost importance.
Ensuring legal compliance with labor and tax law is a vital part of ensuring the organization's continued existence. The federal government as well as the state and local government where the business operates impose mandates on companies regarding the working hours of employees, tax allowances, required break times and working hours, minimum wage amounts and policies on discrimination.
Being aware of these laws and policies and working to keep the organization completely legal at all times is an essential role of human resources.Operating human resources across geographic and cultural boundaries can often prove difficult for small-business owners and managers.
Nonetheless, with the widespread use of technology, the. Developing organization and human resource strategies across multiple borders should not simply be a matter of adapting a domestic model to accommodate changes in distance and global scale.
Starting with a global mindset you will have to develop a fresh perspective in order to take into consideration the unique challenges of doing business globally.
Challenges for human resource management and global business strategy. More than ever in history, companies and organizations today face both the opportunity and the challenge of employing global workforces that diverge in age, gender, education and culture. The key underlying ideas are to satisfy your company's global human resources needs via feeder mechanisms at regional, national and local levels, and to leverage your current assets to the fullest extent by actively engaging people in developing their own careers.
Here are a few challenges for Global HR professionals. Now whether you are a Global HR professional or not if you have employees from different nations and your company operates in different nations knowing these challenges and gaining an in-depth knowledge can help you in the longer run.
Today's Top 10 Human Resource Management Challenges Due to the fluctuating economy as well as local and global advancements, there are many changes occurring rapidly that affect HR in .
The global human resource management should develop and implement such policies & practices that are according to the host countries. The influence of global variations on human resources should be considered by the global human resource management. Developing organization and human resource strategies across multiple borders should not simply be a matter of adapting a domestic model to accommodate changes in distance and global scale. Starting with a global mindset you will have to develop a fresh perspective in order to take into consideration the unique challenges of doing business globally. Operating human resources across geographic and cultural boundaries can often prove difficult for small-business owners and managers. Nonetheless, with the widespread use of technology, the.