TABLE OF CONTENTS Critically evaluating the opportunities and challenges of leading a workforce in a globalised economy to create value and achieve the organisational mission...................................................3 Impact of culture on HRM policies and practices.......................................................................3 Leadership skills..........................................................................................................................5 Setting up a global team..............................................................................................................6 Ethical and responsible global citizenship...................................................................................7 REFERENCES................................................................................................................................9 2
Critically evaluating the opportunities and challenges of leading a workforce inaglobalisedeconomytocreatevalueandachievetheorganisational mission. Impact of culture on HRM policies and practices Human resource management plays an integral role in the management. They are duly responsible to handle the workforce with a greater contribution in attaining the organisational mission. This is basically on considering the fact where the HR personnel’s are directly in touch with that to the appointed workforce who then also share their concerns and grievances to them. This leads to create yet another prime responsibility of the HR’s in order to resolve such pertaining issues at the workplace with a quick and answerable approach (Brewster and et.al., 2016). It is with a special consideration of those operating at a global level that are required to work within a diversified culture of work with people coming from different socio- cultural background. This becomes important for the HR’s to handle such a varied culture at the workplace where people having distinct perceptions can easily get into a disputed state of conflict leading to create a negative environment at the workplace. This demonstrates the fact where an espoused culture is apparent to impact upon the undertaken policies and practices of HR. It is on referring to the notion of internationalization that is a necessity for almost all sorts of companies, irrespective of their nature and type of work. This is mainly to operate at a worldwide level by enlarging the existent base of customers where adopting the tactic of internationalization as a strategic approachincreases the challenges of HRM. It is basically to comply with distinct set of socio- cultural and religious opinions. A vital problem related to it is in association to handle such a diversified workforce with employees hired from distinctcountrieswith theirdissimilarvaluesand attitudetowardsthe work. Nationality of individuals is apparent to impact upon the means they choose to carry out and arrange the work assigned to them (Reiche and et. Al., 2016). This formed the definition of International Human Resource Management or IHRM as a procedure by which the entities operating at an international level can consider managing its workers who belongs to a different set of nation with distinct cultural morals and principles. For this, it is important for the concerned bodies of IHRM to have proper data to handle such cultural dissimilarity at the workplace by paying a special attention at the time of designing the work related policies. While 3
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