Global HRM Assignment Help

Global HRM Assignment Help | HRM implications Assignment Help HR planning Human resource management is a process of bringing people and organization together to gain the goals and objectives of each other. The planning of human resources is an important function of the organization that ensures adequate supply, proper quantity and quality of workforce (Shi, 2011).

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Through planning, management can appoint right number and right kind of people at right place that results long time benefits for organization and individual. HR planning has main objectives to assess the manpower need in future, make plans for recruitment and selection, determine training needs in organization and anticipate surplus or shortage of staff in organization. Global HRM focuses on number of responsibilities and functions that influence the HR planning. In international HRM, more focus is given on orientation, relocation and translation services to help employees for adopting a new and different environment outside their home country (Steers & Nardon, 2006). Along with this, global HRM influences the training and development needs of employees due to cultural differences. It is the responsibility of HR manager to understand cultural differences better and protect employees from career development risks, re-entry problems and culture shock. At the same time, global HRM works in different countries that have their own legal and corporate compliances and regulations. So, it is important for HR managers to develop strategies and policies according to domestic regulations and laws. In global economic landscapes, HR managers help corporate leaders in evaluation of work of employees annually and follow fair appraisal process in organization (Tung & Verbeke, 2010). Human resource outsourcing is new tradition in HR department that helps to get high skilled and knowledgeable employees in organization to expand the business.


HRM implications Hofstede, Trompenaar, and the GLOBE models suggest cross cultural dimensions. These models suggest that cultural dimensions help to build a broad based portrait of management and business practices that differ from culture to culture (Piepenburg, 2011). The Hofstede Model gives five dimensionslike uncertainty avoidance, masculinity–femininity, individualism-collectivism, power distance, and short-long term orientationon which country culture is differed. It is the responsibility of HR managers to develop HR strategies and policies according to the culture of the nation and its dimensions. Globe model suggests nine dimensions to measure the practices and values of culture. HRM practices may not generalize across different nations due to differing laws, policies and cultures. Cultural differences influence roles and responsibilities of HR. These dimensions and measures provide information related to national profiles, identities, cultures that help to develop theoretical and practical strategies of HRM (Tung &Verbeke, 2010). Organizations are increasing their global expansions and operations into effective management practices with the help of this cultural information. Through this, HR managers implement the four HR roles in different cultures in effective manner. Globalization increases the mix of cultures, languages, perspectives and number of expatriates. So, HR managers must develop business knowledge, HR content expertise, skills, and personal credibility (Steers & Nardon, 2006). HR managers must understand various domestic business practices, employment laws and HR practices, communicate effectively across nationalities, and gain the trust of individuals with a wide range of backgrounds and even languages.


References Piepenburg, K. (2011). Critical Analysis of Hofstede’s Model of Cultural Dimensions: To what Extent are His Findings Reliable, Valid and Applicable to Organisations in the 21st Century?Germany: GRIN Verlag. Shi, X. (2011).Interpreting Hofstede Model and GLOBE Model: Which Way to Go for Cross-Cultural Research? International Journal of Business and Management, 6(5), 93-99. Steers, R. M. &Nardon, L. (2006).Managing In The Global Economy. USA: M.E. Sharpe. Tung, R. L. &Verbeke, A. (2010).Beyond Hofstede and GLOBE: Improving the quality of cross-cultural research. Journal of International Business Studies, 41, 1259–1274. Get 100% Original assignment help of all subjects from our experts.