Global HRM and Sustainability

Global HRM And Sustainability 1
GLOBAL HRM AND SUSTAINABILITY
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Global HRM And Sustainability 2
Global HRM and sustainability
Executive summary
The paper provides an overview of some of the essential considerations of particular
human resource aspects such as sudden illness and personal risk. Many people do not know the
connection between human resources and sustainability. Human resource managers mostly focus
on getting an employer of their choice,and this is similar to the tenets of sustainability.
Sustainability aims at maximizing business benefits to all those who are involved including the
expatriates. Human resource managers play a vital role in the organization because they address
issues concerning employees. In this paper, I will continue to look at global sustainability and
human resources aspects in Kenya.
Introduction
Human resource aspects in a country help in determining the level of foreign investment
in a country. For instance, a state which pays its expatriates well will always receive a high
number of expatriates. In this article, I choose to use Kenya which is one of the East African
countries. The country has numerous tourist attraction sites such as the extinct volcanoes and the
wildlife which are major tourist attraction sites. Kenya also has a wide variety of developed
structures including lodges, hotels and many people visit the country annually. Kenya is one of
the developing countries,and it has worked tirelessly to enhance sustainability and increase its
global competitiveness (Wambua 2013, p. 15). In this article, I will look at the different human
resource aspects in Kenya and determine their implications for future expatriates and businesses.

Global HRM And Sustainability 3
Performance management
Performance management is the process whereby the supervision of a company works in
a close relationship with its employees to achieve it set objective and goals. The administration,
with the collaboration of its employees, produces performance expectation and standards through
performance planning. In Kenya, most organizations have attempted to change their businesses
by shifting from HRM practices to adapt to the changing market trends. Performance
management is an aspect that aims at controlling the quality of work done by assessing the
performance of employees (Jackson, Amaeshi, and Yavuz 2008, p. 400). Organizations in Kenya
have tried to manage expatriates to improve the level of foreign investments in the country. With
such commitments, the state can attract more expatriates because there will be a natural
understanding between the locals and expatriates.
Spousal support
Expatriates have difficulty when it comes to dealing with abroad assignments given by
their bosses. The issue concerning their spouses and children arise whenever an overseas
assignment is presented to an employee. Different companies have different ways of handling
this aspect of human resource management. The increase in globalization needs managers to
measure the performance to test if the business will survive in the foreign market. Some HR
managers may find it difficult to adapt to the Kenyan culture due to the cultural gaps.
Muriukistates that (2012, p. 4) most of the expatriates who work in Kenya work as either
volunteers, NGO employees or multinational company managers. Kenya allows expatriates to
stay with their family members and this will enable them to adapt quickly to the local cultures.