Mitigating Talent Management Challenges in a Globalized Workforce

The assignment discusses the challenges faced by HR managers in managing diverse workforces across different countries, specifically in India and Australia. The report highlights the importance of adopting a Think Global, Act Local approach to mitigate these issues. It also emphasizes the need for HRM policies that take into account local laws, regulations, and cultural differences. The assignment stresses the importance of understanding the local business environment, employee laws, and tax liabilities when expanding a business globally. Additionally, it highlights the role of training employees in achieving better results in global organizations.

RUNNING HEAD: REPORT ON RECRUITMENT IN AN ORGANIZATION 1
International Human Resource Management
Submitted by:

International HRM 2
Contents
Introduction......................................................................................................................................3
Situational Analysis.........................................................................................................................4
Essential ingredients of internal Dispute management system........................................................4
Effective integrated conflict management system.......................................................................4
Process to implement the conflict management plan......................................................................5
Benefits and compensations.........................................................................................................5
Training and development...........................................................................................................5
Technological advances...............................................................................................................6
Workplace Diversity....................................................................................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................8

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Introduction
People around the world are getting closer due to Globalization. This is affecting the
organizations on a large scale. This phenomenon does alter the available business opportunities
overseas. The growth in developing countries is an important aspect in terms of business
expansion. Operating a business across geographical and cultural boundary is often difficult for
the business organization (Harzing and Pinnington, 2010). With the widespread use of
technology and an ability to communicate, and a wide market, International Human Resource
Management has become a gigantic issue. As a business expand into a foreign market or hire
employees from a different cultural background, they face issues relating to the employee law
and tax liabilities. Compliance with the international law is a tough task for a HR manager due
to increasing complexities. In this situation, it is recommended to keep knowledge of the legal
requirement and business operation to mitigate the complexities. The report is based on the
Number 2 Faction” that supports a tailored organizational culture (i.e. there is no particular
“size” that fits idea). HRM staff has to manage the activities while expanding the business.
Indian and Australian wok culture is completely different. While setting the business goals, it is
important to set the different HRM policies in order to organize the activities
appropriately(Armstrong and Taylor, 2014). It is tough for the company to imbibe the working
culture of some different country. Instead, they must try to focus efforts on managing the
business function through the local culture. This will help the employees in understanding the
work culture in a proper way. This will reduce the training cost, hence increasing the overall
productivity (Berman, et al 2012). Australia is a pioneer of Western Culture. They foster an
open environment as compared to the other Asian countries. India has a conservative work

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culture with a wide range of talent. The difference in culture creates a need to implement a
mixture of both the Asian and Western work culture (Beugelsdijk, 2008).
Situational Analysis
In the given situation, the major issue is to maintain cultural diversity. Working with people
belonging to a different cultural background and lifestyle means adapting new work style and
Ideas. The pre-notion concerning one idea fits all no longer accumulate. To gain competencies
and relevancy, it is evident to manage the employees on the basis of their experiences. Being
open to new technology and style will add positive impacts on the organizational cultural
diversity. The up-bringing of employees living in India will be different from the one living in
Australia. Rigid HRM policies are destructive for the organizational growth and development.
The given situation differentiates the HRM practices followed at different countries and how it
impacts the HR policies. The report further focuses on the approach i.e.: Different approach for
every country. In this way, it is possible to manage the HRM functions in an effective way.
Essential ingredients of internal Dispute management system
Effective integrated conflict management system
Effective integrated conflict management system allows in preventing, identifying, and resolving
all types of problems. There can be issues in relation to the "non-hierarchical" disputes between
employees or between managers. This can affect all persons in the workplace Effective
integrated conflict management systems is important for managing culture good faith and
encourages resolution of conflict. The Integrated conflict management systems helps in
providing multiple access points. In this way the Employees can readily identify and access an
individual whom they trust for advice. Effective integrated conflict management systems gives
multiple options for addressing conflict, giving employees the opportunity to choose a problem-
solving approach in order , to seek fortitude and enforcement of rights.
In order to achieve an Effective integrated conflict management systems provide necessary
systemic support in case of conflict. This is important for managing the dispute to access
multiple options and promote competence

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The dispute management system looks after conflicts at the workplace without sufficient
training, tools, outlets, or support. There is a different mean to manage the conflict taking place
in different country. The conflict and distress at the offices in the India and Australia has to be
managed in order to manage the adverse consequences. The employees need to be managed with
an effective system that focuses on managing the dispute taking place at different level. This will
escalate their concerns to channels outside the company.
Process to implement the conflict management plan
Benefits and compensations
The benefits and compensation are to be given as per the standard of living. Multinational
companies are expanding business in India due to liberated policies and cheap employees. While
comparing it with Australian economy, the cost of living is high. There will be a difference in
compensation packages. This will be the major concern. While deciding on the compensation
packages, a special consideration needs to be given to these factors. Benefits and compensations
are important for an individual and forms to be an important part of HRM policies. The main
notion behind this concept is to provide employees with a work-life balance. This is considered
to be an important part of international Hrm policies. Multinational companies need to absorb
the local culture in order to grow effectively. Implementing the changes at a local level will
ultimately reward the international HRM (Collings and Mellahi, 2009).
Training and development
Training includes, an in-house seminars and meetings designed to give employees with a better
idea to grow. Professional development classes are important to develop a network among
people. It tends to give competency regarding a particular idea. Professional development of the
employees allows in managing global marketing and international business issues (Dessler,
2009).
This completely depends upon the changes that are introduced in an organization. Sometimes it
is tough to provide training to the employees. The purpose is to manage the organizational
activities in an effective way by meeting the requirements of the employees. The training
program has to be made in accordance with the employees working in the organization. The
training and development pattern in both the countries is different. India working culture is

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different consequently. India is a multilingual, multi-ethnic and pluralistic society. There is a gap
in cultural between North and South India. Hence it is suggested to develop HR training program
as per the locality. This will help in dedicating the efforts in a better way (UK India Business
Council, 2017).
The work culture in Australia does resist changing. It is tough to implement changes in the
organization (Macmillan and Dowling, 2008). Though training structure need to be made
according to the organization. It is important to understand the needs of employees and to
structure the training process accordingly. In this way it is possible to gain competencies
(Dowling, 2008; Mou, 2017).
Technological advances
Technological advances do have an impact on HR business practices. An Improvement in
technology has brought a drastic change in the approach to the various venture and the situations
that guide the organizational regulations (Boxall, Purcell and Wright, 2007). There is a
technological difference in both the countries. India is a developing country with limited access
to technology. Resistance to change in technology is very common. People are mostly
accustomed of using labor intensive technology (Birdi, et al 2008). In case of change in the
organization, there can be resistance to adopt the new technology. Australia is technologically
advanced. They are mostly influenced by the western culture. Business is carried with
technological services. However there are problems in managing the changes at the fast moving
technology. In a globalized business environment, product life cycle has reduced to months
asking for a fast delivery of services. For a Multinational organization it is becoming important
to speed up the services (Boselie, 2010). Consumers today want services at the speed of thought.
It has become an important to work in congruence with the world. The decisions regarding the
real time are immediate. With the impact of technology, there is an increasing role of
communication between businesses located in different countries. This is an important parameter
to access information and knowledge to make an effective decision making (Boxall and Purcell,
2011).

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This is the time to integrate the functionally and geologically separate units through cooperation
of the entire workforce by the process of effective communication. There is a growing need to
systematize, motivate, deploy, enable, measure, and reward the value-operational work. This will
gradually help in understanding the culture to gain competitive advantage. There must be an
effective communication in order to locate cultural difference. It is through a clear understanding
that the difference between the two countries in terms of culture diversity and value- system can
be managed in an effective way. Those managers can effectively communicate with the
employee international horizon and accomplish business goals.
Workplace Diversity
With the fusion of talent oversea, an organization can faced vivid challenges in managing the
talent. The risk of losing talent to the competitors is very high. This is affecting multinational
companies who are working globally on a large scale. The problem is related to management of
employees with a different ethical belief and behavior. HR manager need to be watchful and
employ a Think Global, Act Local approach to mitigate the problems.
India has enactments divided into 5 broad categories: Working Conditions, Industrial Relations,
Wage, Welfare and Social Securities. These enactments are based on Constitution of India and
the resolutions taken in ILO Conventions from time to time. The workplace diversity is managed
by following the law, rules and regulations established. Companies investing in India have to
take care of the legal obligations.
Whereas the Australian Employment law is guaranteed by generous leave entitlements and an
exclusive legal framework characterize Australian employment law. The interesting aspects of
workplaces in Australia are as follows: Modern awards, enterprise Agreement, parental leave for
24 months, Long service leave etc.
Hence, while framing the HRM policies individually, it is important to look into the issues faced
locally. This will help in establishing effective changes in order to implement HRM functions.
There is already certain level of differences in the work culture and business functions (Bratton
and Gold, 2012).

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Conclusion
As discussed above the dominant issues and challenges faced by HR mangers and organization
are related to management of diverse workforce. The primary work by the HR is to expand
sound organizational structure with well-built interpersonal skills. Training employees is an
important concept of globalize human resource management to give better results in the global
organization context. The changing working environment is creating issues for the HR
department is to manage the functions in order to gain market competency. There is a vast
difference in managing the business activities in a diversified environment. For the purpose, it is
the responsibility to manage the business functions. The work culture in Australia is different
from that of India. The only way is to design the structure with the help of an effective training
process. This will help in managing the business activities in an appropriate way. As a business
expand into a foreign market or hire employees from a different cultural background, they face
issues relating to the employee law and tax liabilities. For a business expanding its work in
Australia and India, it is important to understand the work appropriately. Benefits and
compensations are important for an individual and forms to be an important part of HRM
policies. Hence, it is possible to gain efficiency by developing an effective business plan to gain
competency. The report focus on the use of Number 2 Faction” based on tailored organizational
culture and needs (i.e. there is no particular “size” that fits idea)
References
Armstrong, M. and Taylor, S., 2017. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management.Kogan
Page Publishers.

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Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Beugelsdijk, S., 2008.Strategic human resource practices and product innovation. Organization
Studies, 29(6), pp.821-847.
Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D. and Wood, S.J., 2008.
The impact of human resource and operational management practices on company productivity:
A longitudinal study. Personnel Psychology, 61(3), pp.467-501.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-
Hill Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave
Macmillan.Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Boxall, P.F., Purcell, J. and Wright, P.M., 2007. The Oxford handbook of human resource
management. Oxford University Press on Demand.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research
agenda. Human resource management review, 19(4), pp.304-313.
Dessler, G., 2009. A framework for human resource management.Pearson Education India.
Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Mou,Q.2017. Australian employment law: 10 key features. Online, Available at:
http://www.personneltoday.com/hr/australian-employment-law-10-key-features/ Accessed on: 6
October 2017

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UK India Business Council,2017. BUSINESS CULTURE IN INDIA Online, Available at:
https://www.ukibc.com/india-guide/how-india/business-culture/ Accessed on: 6 October 2017