Managing People in Global Organization

Running Head: MANAGING PEOPLE IN GLOBAL ORGANIZATION 0
Managing People in Global
Organization
(Student Name)

MANAGING PEOPLE IN GLOBAL ORGANIZATION
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Table of Contents
Introduction......................................................................................................................................2
Comparison between Indonesia and Brazil.....................................................................................2
Challenges faced by Human Resource Management......................................................................4
Challenges faced by Indonesian Companies' Human Resource Management.................4
Challenges faced by Brazilian Companies' Human Resource Management......................5
Way to resolve these challenges......................................................................................................6
Conclusion.......................................................................................................................................8
References......................................................................................................................................10

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Introductions
Global growth has sustained to become softer this year. Passive investment in budding market
and emergent economies is dampening probable growth scenario (Farndale et al., 2017). For the
given assignment a detailed note on comparing and contrasting the challenges faced by Brazilian
and Indonesian companies’ human Resource management and provide recommendations to
address the same, keeping BRIC and MINT countries’ growing global importance in mind.
Before getting deep down in the topic it would be better to mention briefly about what BRIC and
MINT countries are. BRIC is an abbreviated form of economies of four major countries named
as Brazil, Russia, India and China and likewise, MINT is for the economies of Mexico,
Indonesia, Nigeria and Turkey (Scherer, de Koning and Tukker, 2019). BRIC is considered as a
group of budding marketplace economies that have cherished a stable and powerful growth for
years where as MINT is that group of economies that has perceptibly less significant economies.
In the BRIC’s way to development, China has played an exceptional role in the group, not only in
terms of its size but moreover for the reason that it has worldwide monetary reach and aspirations
(Asongu and Odhiambo, 2018). But when we look at the recent graphs, MINT countries are
acing economically. The purpose of doing this study is to get insights about the contrasting
global growth. In the further discussion, focus will be on discussing holistically about the
challenges faced by the two major countries Brazil and Indonesia which are having a great
impact on their economic status and what can be done to cut down or fight back to them with a
justified explanation for each recommendation made in order to maintain or improve upon the
standards (Kokotović and Kurečić, 2017). Human Resource Management at international level
can be summarized as a set of proceedings intended to manage executive human resources at
international level to attain its goals and accomplish cutthroat benefits over national and global
level competitors. It comprises of characteristic Human Resource Management functions such as
recruitment ( involves staffing) , selection (picking up the desirable from the recruited
candidates), , performance appraisal , development and training and release which is done at
global plane and supplementary activities such as administration of global skills , emigrant
management and a lot more (Borges, Bernardi and Petrin, 2019). Managing human resources
comes with far above the ground rate of challenges which aren’t most trouble-free to triumph
over. There are numerous of challenges/complexities that are to be studied in the diversified field

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of HRM and are discussed in details which affect the financial success or the success of
organization in general. Also some of the common ways to resolve such issues from both the
countries are discussed further in details.
Comparison between Indonesia and Brazil
In the recent studies made, it was noticed that the MINT’s are causing all the excitement amid
worldwide policy watchers reason behind is that the MINT economies have positive
demographics for minimum (upcoming) 20 years, and their proposed economic predictions are
interesting. The reason behind this success can also be found in the human resource management
strategies.
Cultural differences also played a big role in forming strategy for HRM and they were divided
into two parts:
In-Group Collectivism: Recruitment and selection are the two major processes which get
affected by. Places ranked low in-group collectivism, achievements of an individual are seen to
represent significant selection criterion where as in societies, which are ranked high on the same,
the focus is on the recruiting procedure which is majorly dependent on skills related to team
rather than skills of an individual (Bondarouk, Schilling and Ruël, 2016).
Uncertainty Avoidance: This type of cultural difference affects reimbursement. Societies ranked
with high indecision avoidance, employees tend to avoid risks while in societies ranked with low
on this, recruits welcome risks related to work and high rates of income unpredictability through
performance-based pay (Situmorang and Japutra, 2019).
Human Resource Management also comes with high rate of challenges which aren’t most easy to
overcome. There are n numbers of challenges/complexities that can be studied in the diversified
field of HRM; some of the common challenges are discussed below:
One challenge is the complexity of organizing training for emigrant managers. This is considered
as challenge because of the changes occurring in the international arena and also because trainers
belonging to the home-country are not well updated with reference to the changes that are
occurring in the host-country, training for emigrant managers is often insufficient.