International Human Resource Management Essay Example | Topics and Well Written Essays - 3000 words - 1

International Human Resource Management - Essay Example The HRM policies therefore ran into several bottlenecks caused by these prevailing differences which resulted in a review of some of the policies. Since there was still a need to maintain some kind of general standard of HRM policies that applied across the board, the idea of International HRM came up. This need was further enhanced by the process of globalization which enabled organizations to do business all over the globe, including in places they could not dream of reaching before (Beardwell & Claydon 13). This paper explores the extent to which standardization of HRM policies has taken place across the globe. This will be done by examining the contribution of globalization to HRM policy standardization, the comparison of two different regions of the globe to gauge the extent of this globalization and a projection into the future of HRM practices. Globalization and Standardization of Human Resource Management The management of employees at all levels in a multinational company or conglomerate is referred to as strategic human resource management [SHRM] (K’Obonyo & Dimba 3). ... America is a liberal society that is fully focused on such things as human rights, open market policies, equal opportunities and gender equity among other things. The environment in Saudi Arabia is more religion oriented with a massive influence of Islam on day to day life. Issues such as equal opportunity and equity are just emerging but are not as important as the Islamic influence (K’Obonyo & Dimba 3). Consequently, successful human resource management policies in America may not work so successfully in Saudi Arabia. Emphasis on gender equity in the latter may raise more friction than it would in the former since certain roles are regarded as male roles that women cannot successfully handle. Attitudes are changing very slowly on the role of women as CEOs for example (Delery & Doty 802). SHRM therefore comes in to take into account such disparities in culture so as to enable effective and successful policy frameworks for human resources in diametrically different cultural en vironments. Policies are shaped according to the cultural environment rather that against them. In any case it is not the aim of businesses to change the prevailing political environment but to adapt as much as possible for the smooth running of the business and maximal output in terms of profitability (Delery & Doty 803). SHRM takes into account Cultural Value Dimensions. This term is used to refer to the empirical criteria used to determine the extent to which national cultures differ. There are four such dimensions: power distance paradigms, uncertainty avoidance mechanisms, individualism-collectivism factors and masculity-feminity issues (Hofstede 42). Power distance is the terminology for the extent to which the lower cadre

Business Systems Analysis and Design Coursework - 1

Business Systems Analysis and Design - Coursework Example Performance appraisals build effective habits among members such as employees are able to clearly understand the organisational goals and identifying the best way forward to meeting these goals. Managers ensure that they evaluate the best process that will be able to improve the performance of their employees (Jones, 1997). In this process managers should be capable of ensuring that the team members achieve their goals and objectives. Team members should also be improving constantly and developing in their skills to become in order to become a great asset to the organisation. Managers should ensure that the hindrances to improvement are addresses by having a personal conversation with team members and listening to every issue. The issues and concerns raised should be solved immediately and in the most effective manner in order to avoid major issues in the future. Managers should also be in a position of asking themselves whether their employees are achieving the desired expectations of the business and whether they have the potential to achieve these goals. Finally managers should be able to gauge how much the employees have improved since the previous appraisal or the value they have added to their development since the manager started supervising. Once the above goals are well focused, then managing people will become an easy process. Kate (2011) describes that effective management include assessing the current situation of a team member, setting effective goals and working together to ensure that member achieves those goals. The first step in managing people is to have a clear vision. The managers should be able to be precise on the expected performance by analysing the role of every team member. These expectations should then be communicated to the team members informing them to be accountable of their activities. The second step of effective people management is to make the expectations clear to the team members. The objectives should be discussed in a pos itive way to the members and the manager should communicate the ongoing basis for the team member to know exactly what they have achieved and what is remaining to attain their target. The third step involves letting the team members be aware that their work is of value to the entire organisation. Richard et al. (2009, p. 50) shows this involves a short brief to everyone reminding them of the purpose of the organisation, the purpose of the team and the benefits to other departments. Managers should make sure that the team members are aware that they play a major part in achieving the entire output of the organisation. This should be a continuous assessment that the supervisor has to show to their members. This makes the employees feel valued therefore making them motivated to performing better. The forth step involves getting to know each team member basing on their abilities, skills and personal behaviour. This will make you understand them well and it also improved mutual respect. 2. Rich picture Rich pictures represent processes, structures and issues within an organization that are relevant to the problem definition. These also provide a thinking model about the system, how to think about the system and also how to group pertinent issues. Rich pictures also enable an