What challenges would you face if your company were a global conglomerate?

Instructions (Article Attached)

Use the CSU Online Library to locate and review a scholarly article found in a peer-reviewed journal related to HR recruiting, unions, labor relations, or international human resources management. In peer-reviewed journals, the articles were reviewed by other professionals in the field to ensure the accuracy and quality of the articles, which is ideal when writing an article critique.

Research tip: When researching using the databases, you can limit your search to only peer-reviewed articles. To do this, look for the phrase “limit results,” and select “peer-reviewed articles.”

There is a minimum requirement of 500 words for the article critique.

  • Format your critique in APA style.
  • Begin with an introduction that defines the subject of your critique and your point of view. You will first need to identify and explain the author’s ideas. Include specific passages that support your description of the author’s point of view.
  • Take into consideration how you would approach a recruiting program for your company based on the author’s ideas on the subject matter.
  • What challenges would you face if your company were a global conglomerate?
  • Defend your point of view by raising specific issues or aspects of the argument. Offer your own opinion. Explain what you think about the argument. Describe several points with which you agree or disagree.
  • Explain how the passages support your opinion.
  • Conclude your critique by summarizing your argument and re-emphasizing your opinion.
  • For each of the points you mention, include specific passages from the text (you may summarize, quote, or paraphrase, being sure to include proper in-text citations) that provide evidence for your point of view.
    5 SCHOLEDGE PUBLISHING WORLDWIDE – SCHOLARLY INTERNATIONAL JOURNAL WWW.SCHOLEDGE.ORG SCHOLEDGE INTERNATIONAL JOURNAL OF MANAGEMENT & DEVELOPMENT VOL. 2, ISSUE 3 (MARCH 2015) ISSN -2394 -3378 ————————————————————————————————— THE IMPACT OF HUMAN RESOURCES MANAGEMENT GOING INTERENATIONAL 1Harrison Chang and 2Luna Chang , Management Ph.D Candidates Shanghai Jiao Tong University Shanghai, CHINA . ABSTRACT The human resources are very important for any business house. The human resources are the working hands towards the realization of the corporate objectives and goals. This paper reviews the evolution and impact of the human resources management in the multinational firms. The role played or being played by the human resources managers has been reviewed.

    It has been reviewed if the human resources management practices are the same as in both the domestic and overseas markets. Also the impact and latest trends in the field of international human resources management has been reviewed to arrive at the conclusion as to its effectiveness in the international busin ess environment. KEYWORDS :- International Human Resources, International Trade, MNCs, Strategic Management, Corporate Effectiveness CONCEPT REVIEW The adoption of the human resources management practices in the international perspective is known as the international human resources management. The similarity and adaptation of these human resources practices in the said international perspective is the issue at discussion in the body of this paper. The recent trend s and their impacts over the corporate effectiveness is the another issue integrated with the analysis. The contribution of the innovated HRM practices especially for the international markets has been critically analysed by this paper. HRM – RECENT TRENDS IN THE INTERNATIONAL MARKETS The skills a re taken most aggressively in the international markets. The skills set possessed by the employees are the real asset of the multinational firms when entering the international markets. For this end, a lot is done and a lot is yet to be done by the interna tional firms. There have been various strategies used for retaining and managing the skills in the international human resources globally. There have been the instances and similarity therein amongst the skills strategies adopted by the international firms . The international human resources managers have revisited the skills necessary for common business scenario. Thereafter, they looked upon their relevance in the international markets’ perspective. Most of the focus of these identified skills chosen by th e international HR managers has been on the market aggressiveness of the sales and marketing teams. The strategic business analytics and management tactics are the other skill area as identified by the international HR managers of the multinational firms. The firms of the developed countries have embarked upon the cost efficient labor available in the job markets of the developing countries to undertake the manufacturing and production activities in those developing countries. Even some of the leading MNCs are shifting their R&D activities in the developing countries due to the evolving skills development programme undertaken by the developing countries. To avail the benefits of the cost efficient labor, some of the MNCs have also invested hugely in the deve loping countries as ‘on the job’ training centers. The training given is mainly on the strategic issues such as strategic sales and 6 SCHOLEDGE PUBLISHING WORLDWIDE – SCHOLARLY INTERNATIONAL JOURNAL WWW.SCHOLEDGE.ORG market acquisition. The training also focuses on the cultural and language awareness in order to make the trained teams as t he most adapted business representatives of the international firms in those countries. The benefits of investing in the skills development has been realized by these multinational firms. Following figure elaborate the skills set required and identified by the HR managers in the international firms. The figure also depicts the skills management strategies to their impact capacity in the international trade perspective: – The above figure has underlined the skills set as required and identified by the corporate talent acquisition cells internationally. The reviewed skills set can be described as follows: –  Managing market leads  Negotiation skills  Commitment adherence  Strateg ic selling  Key account profiling and management The above set of skills is something on which most of the focus of the multinational HR managers and trainers. All the skills mentioned in the figure are the recent most trend as part of the corporate trainin g as adopted by the international firms. CORPORATE COMMUNICATION PRACTICES IN INTERNATIONAL HRM The prime place where communication has the critical vitality is the human resources management processes. The communication is the blood to the organizationa l system. There must be a system of legible communication within and throught the whole of the organization. If the policies are required to be clear enough to make the employees certain on some issue, it needs to have a clear communication channel. All the commands and suggestions need to be understood as to the meaning as intended to be conveyed to the employees by the management of the organization. 7 SCHOLEDGE PUBLISHING WORLDWIDE – SCHOLARLY INTERNATIONAL JOURNAL WWW.SCHOLEDGE.ORG There should be the awareness regarding the consequences of the miscommunications and mis -representation in an organization. It becomes vital when an international organization is concerned. Miscommunication not only harm s organizational behavior but it may also incur financial loss to the employee as well. The various instances have been reviewed for arrivi ng at the conclusion that the communication system is an integral part of the HR practices of an international firm operating in a strategic and competitive market. The HR managers worldwide have relied upon the best practices in the field of business comm unication system as part of the human resources management and development related practices. All these notions may be elaborated with the help of the following figure: – The above finding has revitalized the fact that the communi cation system needs to be free from ambiguities and obscure interpretation. Nearly 43% of the respondents have suffered financial loss due to mis -understanding or miscommunication. Whenever there are instances of miscommunication, there are chances of sust ained financial losses and harassment to the organizational behavior. The HR managers in international markets need to be alert on the issue that communication is as important as the skills set of the employees in order to keep a strategic advantage in ha nd while doing business overseas. The HR practices in the international business environment have become the things of more attention to the international HR managers. REVIEW OF ADOPTED HR MODEL IN THE INTERNATIONAL FIRMS The international firms have adopted nearly same model for their HR practices. The adopted model advocates the cultural adaptability, language understanding and strategic mark et preparedness amongst the emp loyees. The HR managers have made every realisation that the employee segment o f the organization is prepared enough to function in the strategic and competitive markets worldwide. All the activities of the human resources management are carried out in the backdrop of the international strategic market conditions and perceptions. The staffing, induction and training of the employees is done to in order to inculcate the strategic management and behavior amongst the workforce of the multinational unit. 8 SCHOLEDGE PUBLISHING WORLDWIDE – SCHOLARLY INTERNATIONAL JOURNAL WWW.SCHOLEDGE.ORG Following model as adopted by the international firms has been reviewed by the paper. The human resources management in the international market is resolved around the below mentioned model: – As per the model as adopted and reviewed, the personal characteristics and traits such as result orientation and communication skills are supplemented by the HR functions such as recruitment, staffing and training, both taken together bring the business kn owledge and skills amongst the employees. This business knowledge is assisted by the HR technology or assistance in order to put the business knowledge work for the development of the strategic advantage. This process has helped the multinationals in brin ging and ensuring culture adaptability, change acceptance and swift decision making within the organization. CONCLUSION The paper has reviewed the international HR practices adopted by the multinational firms and found that the HR function has been critica lly specialized activity so as to deal with the different cultures and market sentiments. The HR practices have focused on the market preparedness amongst the employee groups of the international firms. The HR functions and practices have been valued crit ically as far as the international dynamic markets are concerned. It has also been concluded that the HR managers had to deal with the changing organizational behaviour very constantly in the international markets. The true line of the success of the organ ization in non -domestic markets has been cared of by the international HR managers, which is strategic preparedness amongst their employees. REFERANCE: – I. Adler, N.J. (1984). Understanding the ways of understanding: Cross -cultural management methodology r eviewed. In R.N. Farmer (Ed.), Advances in international comparative management, 1 (pp. 31 –67). Greenwich, CT: JAI Press. II. Adler, N.J., Campbell, N., & Laurent, A.

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    The parochial dinosaur: Organizational science in a global context.Academy of Management Rev iew, 16, 262 –290. IX. Eisenhardt, K.M. (1989). Building theories from case study research.

    Academy of Management Review,14, 532 –550. X. Eisenhardt, K.M. (1991). Better stories and better constructs: The case for rigor and comparative logic. Academy of Management Review, 16, 620 – 627. XI. England, G.W. (1975). The manager and his values: An international perspective.

    Cambridge, MA: Ballinger XII. Milliman, J., & Von Glinow, M.A.

    (1998). Research and publishing issues in large scale cross -national studies. Journal of Manager ial Psychology, 13 (3/ 4), 137 –142. XIII. Mitchell, R.E. (1983). Survey materials collected in the developing countries:

    Sampling, measurement, and interviewing obstacles to international comparisons. Social research in developing countries.New York: Wiley. XIV. Pare ek, U., & Rao, T.V. (1980). Cross – cultural survey and interviewing.

    Handbook of cross -cultural psychology methodology, Vol. 2. Boston: Allyn & Bacon. XV. Wind, Y., & Perlmutter, H.V. (1973). On the identification of frontier issues in multinational marketing. Columbia Journal of World Business, 12(4), 131 – 139. XVI. Yin, R.K. (1984). Case study research:

    Design and methods. Beverly Hills, CA:

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