How does the current landscape of global HRM impact HR planning

DISCUSSION 

How does the current landscape of global HRM impact HR planning? What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Initial post should be 150-250

Discussion 

Today, social media is playing a major role in the selection process. How would the use of such tools as LinkedIn, Twitter, Facebook and others impact your decision in finding the right candidate and why would you select such tool(s)? What would be the impact on HR policies?  Initial post should be 150-250

Reference  bottom

HRM continuously evolves and develops, which is many times dictated by “political, economic, social, demographic, legal, and technological trends that create opportunities and challenges in various HRM processes” (Youssef-Morgan, 2015, ch. 10). One issue that will continue to effect HRM in years to come is outsourcing and going global by many businesses. As for globalization, the organization needs the ability to manage employees who are located globally. Accordingly, organizations need to be able need to consider various approaches due to diversity and cultural differences approaches due to diversity and cultural differences. One approach will not necessarily work for a global company operating in many countries; therefore cross-cultural approaches must be considered and implemented. The managing of a global workforce requires “new models for the recruitment, selection, and training of global leaders who can manage and develop a global workforce” (Youssef-Morgan, 2015, ch. 10.1).

Additionally, HR managers need to understand and know how to apply the laws of many different jurisdictions to their organization. Another potential obstacle is when an organization expands into “new markets business practices that are acceptable locally may be at odds with the values of the company and the laws of its regulatory agencies” (Wilkie, 2015, para. 10). This in turn can cause conflict between the need to be socially responsible and the underlying organization’s success and profit (Wilkie, 2015).

Global organizations need to be aware of the laws and practices of their home country but also the country in which they are now conducting business in. As a result, it is critical that HR managers be well versed on all applicable laws and be in open to changes for all aspects of the organization from recruitment and hiring to training and development. Managing employees with cultural and diversity differences is another aspect that HR managers must be familiar with. This may require managers to operate and manage the global employees differently compared to U.S. employees. It is essential for managers to have an understanding of these cultural differences. Overall, it is crucial for Human Resource managers to have an understanding of all the applicable laws and social norms of countries in which the organization is operating in.

For additional material and information, please review the “Developing a Global Mindset Is Critical to Organizational Success (Links to an external site.)Links to an external site.” article, which discusses the global mindset of today’s companies.

References

Gurchiek, K. (2016). Developing a global mindset is critical to organizational success (Links to an external site.)Links to an external site.. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-news/pages/developing-a-global-mindset-is-critical-to-organizational-success.aspx

Wiklie, D. (2015). Globalization presents complex challenges for HR managers (Links to an external site.)Links to an external site.. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-news/pages/globalization-presents-complex-challenges-for-hr-managers.aspx

Youssef-Morgan, C. (2015). Human resource management (2nd ed.). San Diego, CA: Bridgepoint Education, Inc.

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