Factors Influencing Hrm

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

The following report analyzes cultural and institutional environments of Mexico and how they can affect HR practices of global companies. It is intended to help companies that want to operate in Mexico gain a better understanding of the country and become prepared for potential issues and conflicts that might be

Navigating through the myriad of regulations of any country is important to comply with legal and ethical issues that can impact any organization. Every global region has its perspective on how employees should be regulated and what the rights that should be adhered to. Most of the global region closely regulate their workforces to their economic philosophies and vision. It is therefore important that organizations acknowledge and have a deep understanding of any international region perspective on employment ethics and regulation. Currently the three largest regions for employment and economic growth include the United States, Europe, and Asia. These two regions and one country are the global economic drivers internationally, and have different views of labor ethics and laws.

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

The report below sets out the importance of the HR function, explains how HR activities support the organisation’s strategy and ways HR support line managers and their staff.

Human resource management policies and practices may influence the recruitment process, in that people may be attracted to apply for jobs if the organization becomes known for its good human resource management approach. Conversely, poor human resource management practices may increase turnover. Effective recruiting is essential to an organizations financial future.

Human resource management is one of the support activities which though not directly involved in production will increase effectiveness and efficiency in the creation of goods and services. Indeed, human resources are the major source of competitive advantage for any business firm. Great attention thus needs to be paid to human resource and its management as this will impact on performance of any organization.

National companies do not become global companies immediately. Involvement in international HRM depends greatly on a company 's phase of globalization. Import-export firms. Firms in the first phase of globalization simply move products across national boundaries. The firm does not employ people in other countries, except a few managers responsible for negotiating business agreements. These agreements usually involve buying or selling complete products or services. Import-export firms need to understand their trading partners ' cultures and usually must overcome communication barriers to negotiate agreements. Negotiations are usually done by expatriate representatives, but expatriates are not employed as extensively by import-export firms as by multinational enterprises. HR policies and practices remain relatively unchanged from the company 's traditional home-base practices. (HR Magazine,06-01-1995)

Nowadays, with the increased level of globalization and advance in technology, new markets and international business have grown dramatically in the whole world. As a consequence, firms are now experiencing fierce competition at both national and international level. Under this circumstance, today’s HR practitioners are encountering several strategic challenges when operating in multinational and transnational

The perspective on managing human resources in any organizational structure that I have today writing this essay is far more different from what I thought it was before I took up this subject. Human resource is a very intriguing concept that today carries utmost importance in maintaining a healthy work culture. All through the various readings in the course work not limiting to 2.1 to 2.7 project the importance of human resource management in a wide spectrum. Man, has evolved into a superior being in the ecological niche because of the ability to think, emote and analyze that sets us apart from rest of the species. These very characters in my opinion form grounds to learn on how to manage our own selves or

In the modern world, every organization and/or business carries out their business in several countries. Multi-national companies will and can adopt different strategies through the people, their employees. The ethical challenges, political and economic instabilities, and globalization are issues that are also faced by today business firms are what Human Resource management is all about. In this diversity of Human Resources Management (HRM), the organizations adopt the practices and policies according to the environment and culture.

Without HRM practices in place, organizations are likely to suffer in the three areas described above. The importance of HRM as a business function is exemplified in Huselid's (1995) view that HRM practices influence employees' skills and competencies through the acquisition and development of a business's "human capital."

and development activities, adequate job satisfaction and employment security all impact positively on the overall business and performance of a corporation. It has also been found that if HRM is linked to the overall business of a company, it may further enhance the performance of the company (Pfeffer, 1998). Moreover, due to the complexity of managing people from different socio-economic and cultural background, it is argued that the way global employees are managed will also have a significant impact on a firm‟s economic outcome (Bjorkman & Xiucheng, 2002). However, it has been noted that few organizations know how to manage HR effectively in a dynamic international environment because best practices in one context do not always translate to other contexts with differing socio-economic conditions and cultures (Chilton, 1993).

Globalization according to Kuruvilla and Lakhani (2013) is believed to be the process of shrinking the cultural and physical borders between countries for trade through the relaxed legal framework. Due to the increasing globalization the multi-national companies have to face new challenges to work efficiently across the borders. Human resource management function has to be reshaped to operate in new countries. Despite all the advantages of adopting the parent companies’ familiar practices, it does not prove to be effective in all countries (Brewster & Mayrhofer, 2015). There is a significant extent of proof in the field of comparative HRM to state that HRM in MNCS faces different kinds of institutional and cultural differences between the countries. The essay keeps to the following structure: First, it discusses the three main institutional differences of state, firms and trade unions between the countries with the help of Hall and Soskice (2001) varieties of capital. Second, it discusses the cultural differences with the help of Hofstede (2001) dimensions. Third, it provides a conclusion of the essay by concluding the arguments mentioned in the essay.