Human Resource Planning : A Successful Indian Multinational Essay

In the modern and changing global business environment, human resources management (HRM) has been linked to the heart of business success and high performance of organizations (Haslinda, 2007). High demand for innovation, customer satisfaction and increased sales volume in the search and internet industry and finance industry has forced organizations such as Google Inc and Absa to incorporate human resources practices in their business strategy. Various human resources practices has been adopted at Google Inc Company and ABSA Group Limited, which include recruitment and selection, training and development, compensation, just to mention a few (Google Inc, 2012 ;Best employers, 2011). Despite sporadic arguments over the

The Multinational Corporation (MNC) manager must have a broader set of skills than a manager of a smaller business. The MNC manager should be extremely flexible, able to speak another language, and be culturally

While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

At Tata Motors, Human Resources Management is actively linked to the Corporate Vision and goals. The HR approach of Tata Motors is through Total Employee Development Focus. In Tata Motors, HRD includes a large area of the personnel function. It starts from the very process of human resources planning and ends with detailed drawing up of individual development plans and their follow-up. The management of Tata Motors believes that HRD is one of the most important functions for organizational as well as individual growth and development. It includes long-term, broad-based activities which would also ensure organizational Effectiveness. In short, HRD aims at helping employees to acquire competencies required to perform

The rapid pace of Globalization has led to a change in the global economy during the past several decades; it is believe that factors such as trade liberalisation, access to cheaper labour and resources, similarity of consumer demand around the world, and advances in technology and communication has widened the market of consumption, investment as well as production on a global scale. These globalization driven factors created new challenges and global competition for businesses around the world thus as a response many companies decided to expand their operation across national borders in order to be competitive. A company that operates their business in at least one country other than its country is called Multinational

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

Briscoe D., Schuler R., Tarique I., (2011). Internatonal Human Resource Management : Policies and Practices for Multinational Entreprise.

Leading companies in India are actively seeking ways of leveraging their "human capital" to develop a strategic advantage. They are moving from a departmental focus on human resources to a far more strategic and expansive focus on human capital management. Roles and responsibilities are in ever-changing as companies explore new ways of building and leveraging talent.

Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

In the last decades, small national companies have grown in amazing scale all around the world. Companies that once were family owned have become huge multinational corporations. Corporations, which by the side of globalization, have expanded all around the world. International business has become one of the most important areas of business due to the need for companies to expand to markets outside their borders. Companies have had the need to adapt to another cultures and business systems. At the same time the way human resource management works has changed. Multinational corporations have had to adapt to new human resource requirements in order to be more effective and efficient. The business

According to (Adler, Nancy, and Allison, 459), there has been a developing trend among global business organizations to hire employees around the globe. This has been attributed to the need for growth and development to other areas in order to explore new markets. Global hiring refers to situation whereby the

Human Resource Management is one of the most important management tool in developing strategy 's and gaining comparative advantage (Bearmont1992) .In multinational company`s HRM is a key to success.This case study is to analyze the problems faced by MR Quin CEO of Australian medium sized mining company.Exploring problems such as ,Human Resource Management ,recruitment, selection ,reward, retention culture, selection and communication.This case study analyses the Human Resource as the core function of the Mining industry, every step and activity having its own role which will be seen in the output of the company.These problems will be focused on Project Manager who has to work with a new joint venture company in Peru, South America.Problems will be focused more on recruitment, selection and culture of the employee and understand them as per their work assigned.

In today’s business environment, the complexity of international business has increased and international competition has been highlighted as an essential element for multinational firms (MNCs). Thus, in order to gain competitive advantage, various resources are utilized, such as financial capital, technology location or human resource (HR). Moreover, HR could be seemed as one of the most important resource which has also become a focus of attention of senior managers in MNCs. As suggested by MacMillan(1984), MNCs can gain competitive advantage through use of HR practice, such as training, compensation, socialization, selection, performance appraisal and career development, as long as other firms are unable to duplicate their

In today’s modern working world, companies have increasingly become more competitive in its people resourcing techniques (Delaney & Huselid, 1996; Ordiz & Fernández, 2005). Over the last decade, leadership teams have shifted its approach and therefore, invested significant time and resources on Human Resource Management (Boselie et al., 2005; Cassell et al., 2002). The role of Human Resources has now become a key integral business function in shaping organisational survival through strategic manpower planning (Peretomode & Peretomode, 2001, Cassell et al., 2002, Manzini, 2002).