Human Resource Globalization Assignment Help

Introduction

In general term, globalization is a process that supports companies to spread their business in other countries of the world. With the help of globalization, companies can also increase their production, communication and technologyHRM Assignment Writing Help across the world. Proper globalization of the organization also helps the company to spread the economy and culture in other countries that support company to achieve competitive advantage and to achieve effective market position in the world’s economy. In today’s environment, globalization also impacts on the HR function in both positive and negative way (Hunter 2006). This human resource assignment help paper identifies the elements of globalization that impact on the HR functions. This paper also determines the core competences of global human resource specialist that are critical to the success of a global organization.

Elements of Globalization and their Impact on HR Functions

There are various key elements of globalization that impact on the HR functions of the organization, which wants to expand their market in the other countries of the world. The detailed description of key elements and their impact on the HR functions are as follow:

Transformation of Global Economy:

The first core aspect of globalization is related to the transformation of global economic activities. Due to technology changes and government deregulations, governments permitted the organizations to establish their transnational network in production, trade and finance in the other countries. Changes in technology also help the companies to create effective communication in the international market. Due to globalization, companies use advance technology in the means of communication and new flexible techniques of production that helps the companies to spread their activities across the world (Price 2011).

This also impact on the HR function of an organization. It is because due to globalization, company needs to communicate global people that impact on the communication process of the organization. Transformation of global activity is also influencing the human resource of the company and impact on the functions of the HR department to provide co-ordination to the global entity in effective way.

The Transformation of Politics:

The transformation of politics is also an important key element of globalization. In recent period, the governments of various countries create effective environment for the organizations and promotes them to open up or establish their business operations in the other countries of the world. For this, governments established some rules and regulations and bound the companies’ to follow all the rules and regulations in order to create effective operations in the countries. Some of the countries in the world create free trade agreements with the other countries that are also helpful for the companies to spread their market share in the world’s economy (Ulrich and Brockbank 2005).

This element of the globalization also impacts on the functions of HR department. In order to establish business operations in the other countries, company should need to follow all the rules and regulations and also need to maintain a standard that support companies to attract customers in the international market. It influences the HR functions of the organizations in the international market. Through the rules and regulations of the governments, HR departments build their policies and regulations in order to create operations in the international markets. It also influences the HR function in the global economy.

Knowledge of Society:

Knowledge of society is also an important key element of the globalization. Increasing importance of production process and marketing activities supports the companies to create global expansion of business operations. Due to change in technology and the deregulation of policies and rules, companies use new technology for the marketing of product that increases the knowledge of people or societies across the globe. It helps the companies to establish their operational activities in the other countries of the world. In the national level, companies also maintain the CSR practices that support the companies to go global for the operational activities (Wilson and Wilson 2005).

This also impacts on the HR functions in the organization. It is because knowledgeable society demands more from the organization and the expectation are also high from the companies. It creates problems to implement proper HR function in the international market and also influence organizations’ operations.

Trade Liberalization:

In the globalization key elements and trade liberalization also play an important role. To promote globalization, governments of different countries develop the new international and regional trade agreements that support the companies to decrease the barriers of trade with the global companies. It helps the regional or local companies to establish their operational activities in the other countries of the world (Barrow, Aupetit and Mallea 2003).

This also impacts the HR function of an organization. It is because company needs to follow the entire trade rules for the operations in international market. Trade liberalization also provides significant access of international market that improves the responsibilities for the HR department to fulfill the requirements in the international market.

Core Competencies of Global Human Resources Specialist

There are various core competencies of a global human resource specialist that are helpful for the specialist as well as organization to success in the international market. With the help of these core competencies, specialist can also gain competitive advantage for the organization in the international market. The detailed description of core competencies of a global human resources specialist is as follow by assignment help experts:

Communication and Negotiation skills:

A global human resource specialist should have the communication and negotiation skills in its core competencies. Communication and negotiation skills in a global HR specialist allow him to negotiate win-win situations for the company. With the help of this core competency, specialist can also negotiate with the local as well as global employees about their salary, benefits and placements. Through this core competency, global HR specialists are able to listen the needs and preferences of global employees in effective way and tries to fulfill their demand in the international market. Communication and negotiation competency of global HR specialists also helps them to improve working conditions for employees and also provide global technology for improving the performance of employees at global level (Woollard 2010).

Knowledge Competency:

A global human resource specialist’s core competency is also related to the knowledge of national as well as international laws, policies and regulations. A good global HR specialist should have the understanding about the labor laws, safety laws and policies, health issues and local, state and federal policies that change regularly, etc. It helps the specialist to manage HR functions at the international level in effective way. The core competency of a successful global HR specialist is the ability to stay update on global legislation related to the employment, conflicts resolution acts and harassment laws. Detailed knowledge about the job and industry knowledge also helps the global HR specialist to find and eliminate the problems in the job that causes from the working conditions or employees at the global level (Tuselmann, McDonald and Heise 2002).

Recruitment Competency:

The core competency of a global HR specialist also relate to the recruitment of global employees for the organization. It helps the companies to determine their global success in effective way. In the recruitment competency, global HR specialist has the qualification to elect the best candidates for the global job. Recruitment core competency of global HR manager also helps the company to reduce the costs that spend on attracting suitable candidates for the global position. It also ensures the success of the global organization (Woollard 2010).

Training Competency:

A global human resource specialist core competency is also related to the training and development programs. In order to make successful global organization, the human resource department has the responsibility to provide effective training and development programs for the global employees that support them to fulfill their daily job functions. A global HR specialist also has the skills or ability to forecast the training needs of employees and develop material to fulfill their needs. It also helps the global organization to improve the performance of employees at international level and to achieve competitive advantage from the market (Tuselmann, McDonald and Heise 2002).

Conclusion

From the above discussion, it can be concluded that globalization creates great impact on the HR department and its functions in the global market. The elements of globalization increase the responsibilities of HR department at international level and help the organization to achieve competitive position through the policies, rules and regulations. It can also be concluded that core competency of a global HR specialist also plays a critical role in success of global organization. Through the competency, organization can motivate employees and improve their performance to ensure the success of the organization at international level.

References

Barrow, C.W., Aupetit, S. D. and Mallea, J. (2003) Globalisation, Trade Liberalisation, and Higher Education in North America: The Emergence of a New Market under NAFTA? USA: Springer.

Hunter, I. (2006) HR Business Partners. UK: Gower Publishing, Ltd.

Price, A. (2011) Human Resource Management. USA: Cengage Learning.

Tuselmann, H. J., McDonald, F. and Heise, A. (2002) Globalisation, nationality of ownership and employee relations: German multinationals in the UK. Personnel Review, 31 (1), p. 27 – 43.

Ulrich, D. and Brockbank, W. (2005) The HR Value Proposition. UK: Harvard Business Press.

Wilson, J. P. and Wilson, J. P. (2005) Human Resource Development: Learning and Training for Individuals and Organizations. USA: Kogan Page Publishers.

Woollard, S. (2010) Managing talent across a global workforce. Strategic HR Review, 9 (5), p. 5-10.

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