December 5, Description: Anji Reddy founded Dr. Since then, the company had grown to become one of the largest pharmaceutical companies in India.
Managing Global Human Resources The environment in which business competes is rapidly becoming globalized. More and more companies are entering international markets by exporting their products overseas, building plants in other countries, and entering into alliances with foreign companies.
Global competition is driving changes in organizations throughout the world. Companies are attempting to gain a competitive advantage, which can be provided by international expansion. Deciding whether to enter foreign markets and whether to develop plants or other facilities in other countries is no simple matter and many human resource issues surface.
The nature and stability of political systems vary in character and stability, with contracts suddenly becoming unenforceable because of internal political factors. Human resource regulations and laws vary among countries in character and detail.
In many countries in Western Europe, laws on labor unions and employment make it difficult to reduce the number of workers because required payments to ex-employees can be very high. Equal employment legislation exists to varying degrees.
In some countries, laws address issues such as employment discrimination and sexual harassment. Culture is composed of the societal forces affecting the values, beliefs, and actions of a distinct group of people. Getting individuals from different ethic or tribal backgrounds to work together may be very difficult in some parts of the world.
Culture is important to human resources for two reasons.
Culture affects human capital, because if education is greatly valued by culture, then members of the community try to increase their human capital. Noe, Hollenbeck, Gerhart, and Wright; Economic conditions vary also from country to country. Many lesser-developed nations are receptive to foreign investment in order to create jobs for their growing populations.
In many developed countries, especially in Europe, unemployment has grown, but employment restrictions and wage levels remain high.
The internationalization of U. International human resource management differs from domestic human resource management in several ways. In the first place, it places a greater emphasis on functions and activities such as relocation, orientation, and translation services to help employees adapt to a new and different environment outside their own country.
Assistance with tax matters, baking, investment management, home rental while on assignment, and coordination of home visits is also usually provided by the human resource department.
Larger corporations have a full-time staff of human resource managers devoted to assisting globalization. The human resource department in an overseas unit must be particularly responsive to the cultural, political, and legal environments.
Companies such as Shell, Xerox, Levi Strauss, Digital, and Honeywell have made a special effort to create codes of conduct for employees throughout the world to make certain that standards of ethical and legal behavior are known and understood.
Sherman, Bohlander, and Snell; A growing number of organizations that operate only within one country are recognizing that they must change and develop a more international perspective. Organizations may pass through three stages that are import-export national companies, multinational enterprises MNEand global organizations.
National companies do not become global companies immediately. 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.
Negotiations are usually done by expatriate representatives, but expatriates are not employed as extensively by import-export firms as by multinational enterprises. Firms in the second phase of globalization have strategic corporate units located in foreign countries.
MNEs typically make extensive use of expatriate managers who are sent from headquarters to oversee foreign operations.
Expatriate managers play important strategic roles. They coordinate between subsidiaries and headquarters, implement strategy, ensure the quality and effectiveness of organizational control systems, and manage global information systems. They also gain expertise in international business skills that are critical to ensuring that top executive positions are filled by competent replacements with the necessary international experience and perspectives.By careful analysis of HR Recruitment Measures, the HR Management team can predict the trends in the job market simply.
Main Recruitment Process Goals The recruitment process is designed to staff the organization with the new employees, and it uses many different recruitment sources to attract the right talent in the defined quality and within a defined time.
HR also consults with executives on strategic planning, along with foreseeing plans the organization will take in the future. Most importantly, the Human Resources Department serves as a link between an organizations management and its employees.
This report is a case study of GMR International Company, which analyzes the different components and challenges of Human Resources Management faced by GMR in a global environment and through a theoretical review, establishes possible improvement strategies towards the creation of best practices.
Effect of management change in an organisation According to Dolan and Grarcia () Management change is a systematic advance method that enable employee of an organisation to transit from their present state to a desired future state.
Limitations of the Study The main limitations are expressed as follows 1) The first limitation concerns the factors of competitiveness of other competitors like Raheja Group, L & T, Sarovar and GVK Infra Ltd. 2) GMR Arrogance in dealing with Maldives Airport issue 3) A challenging economic environment, coupled with issues like the rupee's depreciation, slow movement in contracts under execution and a rise in .
Global Human Resource Management (Case Study Sample) Instructions: Module 3 - Case Global Human Resource Management Introduction Background Information Case assignment Session Long Project Objectives Microsoft's Ambition Global Sales Training Program Microsoft's advertising division recently pursued an ambitious training program across 22 nationalities in their numerous divisions .