Human Resources for Health - PDF
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Added on 2021-05-27
Human Resources for Health - PDF
Added on 2021-05-27
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Running head: GLOBALIZATION GLOBALIZATIONName of the studentName of the universityAuthor note
1GLOBALIZATIONInternational Postings and Assignments ApproachThe recent trend of globalization has helped in the growth of organizations in theinternational markets. Key elements of the change that is being undertaken by the businesses arebased on the understanding of the different factors that affects the functioning of theorganizations to support their needs of sustenance in the competitive markets. Identification ofthe requirements of the organization is based on the strategies that are formulated by theorganizations and the manner in which the organizations assess risks while making decisions forthe business. The different approaches that are undertaken by the organizations to cope up with themultidimensional areas of the change is based on the understanding of their position in themarket and the manner in which the strategies can be implemented to bring in improvements.The strategy of relocation, position replacement (capacity replacement) has for sure its ownchallenges and engages the company in more “duties” such as additional financial costs andpersonnel dedicated section. Moreover, not only the budgeting for such matter is in question butthe prediction of the right manner to perform the action can be treated as a challenge (Pardo,Nam and Burke 2012). The monitoring function that is undertaken by the organization hashelps in identifying the steps to bring in improvements in the systems. A.Relocation: the challenges and cost occurred by both parties (company andemployee) :a.Position replacement (capacity replacement)b.Readiness for the international position:
2GLOBALIZATIONConcerning the readiness for the international position, Investment in International expatsassignment has proven over many years a good and beneficial strategy for companies adoptingthe globalization image and seeking cross border markets. In the view of expanding and reachinginternational markets companies are deploying what is known as international staff to establish,manage or lead their operations in a different country then the original based Headquarters. The network mobility of the organization helps the same in the assessment of thedifferent aspects of the changes as per the needs of the market (Doherty and Dickmann 2012).On the other hand, the identification of the needs of the enterprise to bring in changes in thesystems and the performance of the business is developed through the consistent efforts of thebusiness to bring in modifications in the situations. The two sides of the coin leave us tocontemplate on the international individual expectation. This Career advancement and widerexposure window is tempting for many but might not be the case for others. This leads us toknow that compatible approach and evaluation takes place from that side too. An internationalexpat’s reasons, capabilities, commitment and integration are key elements to reconsider beforetaking any step. This self-evaluation includes the assessment of the beneficial reward whenbecoming an International Expat. Financial or career advancement are considered prior to anymove. In addition, family restraints or duties also figure at the top of this chart where saidcommitments might either turn down the hope of a move or in multiple cases opens a door torelocate the small family. The major aspects of the self evaluation is based on the identificationof the issues that are faced by the entities of the business and the manner in which the concernedperson can place themselves in the place. It will be enabling the people to recognize the differentaspects of the transition and the manner in which it affects the decision making process of thefirm. The self evaluation of the enterprise helps in maintaining the varied aspects of the change
3GLOBALIZATIONin the economic dimensions of the organizations. The major aspects of the change that isfacilitated by the businesses are based on the understanding of the needs of the business to bringin improvements in the systems (Shah et al. 2012). The readiness for international positioningof the employees has helped the businesses in making their growth in the competitive markets.The major aspects of the change that is being undertaken by the business is to evenly distributethe workforce for enhancing the functional attributes of the business in the market.B.International individual expectation:a.Career advancement & wider exposureb.Financial rewardc.Society integration and cultural barriersA top leading Accounting Firm (Deloitte) published a very interesting study case entitled “SmartMoves - A new approach to International Assignments and global mobility”. This document details and elaborates International assignments from all its angles and aspects.The below chart interpreted in this research is a self-explanatory figure they used to scale the“Development Value” on the vertical axis vs. the Business value on the horizontal axis.In general, the International assignment life cycle becomes clear and unified through theidentification of varied jobs on one side and talent assessment from the other (Doherty, Haughand Lyon 2014). The process of interviewing the different candidates for the job roles theiremployment and deployment is based on the decision that is taken by the management of thebusiness in the market. The different aspects of the change that is planned by the management ofthe business is based on the understanding of the varied aspects of the improvements in themarket.
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