MMH331-Strategic HRM: Critical Reflections on Contemporary Issues

This assignment presents a critical reflection on key issues in Strategic Human Resource Management (HRM). It addresses nepotism, fairness and equality in the workplace, and constraints faced by HR practitioners. The reflection on nepotism explores ethical considerations and alternative approaches to hiring. The discussion on equality examines the balance between treating everyone the same and recognizing individual differences, especially regarding performance. Finally, the assignment considers the challenges HR professionals face in managing workplace constraints and ensuring compliance. The document emphasizes the importance of ethical practices, fair treatment, and continuous adaptation to technological advancements in HRM. Desklib offers a platform for students to access similar solved assignments and past papers.

Running head: STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
Structured Reflection 1
Nepotism is one of the major factors that affect the internal operations within a given
organization. The practice of nepotism is generally considered to have a negative impact on the
various practices that are undertaken by the concerned business organizations all over the world.
The management might be advised to deal with the nepotism by monitoring the employees who
have family members working at the same organization (Bourne and Aldossari 2016). The
people who are responsible for hiring the employees within the organization should consider the
qualifications that are required for the employment in the concerned position. The hiring officials
should not provide the preference to the family members and acquaintances without looking for
their qualifications for the job (Abubakar et al. 2017). On being faced with a situation wherein
the activity of nepotism is involved, I would like to provide preference to the qualifications and
the requirements of the job at hand rather than to the relationship that is shared between the
employer and the employee.
The act of nepotism, according to my values is an unethical practice for the employees of
an organization. My value system states that the nepotism within a given organization should not
be encouraged as it leads to the employment of the acquaintances of the concerned employees
while not allowing the potential qualified candidates to gain the job opportunity. Thus, nepotism
should not be practiced within the organizations that present in the international market
(Alwerthan, Swanson and Rogge 2018). The value system that is imbibed within me states that
the concerned department that hires employees should lay more stress on the required
qualification of the candidate rather than the level of acquaintance that is existent among the
candidate and the employer.

2STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
I would stand up for the several factors that are deemed unethical by the value system
that is imbibed within me. The only thing that might stop me is the presence of the proper
surroundings wherein my protest would be heard. In order to overcome this barrier, I would take
part in the group discussions within the organization and try to get the other members of the
organization to understand the view point that I have been pointing out. In the case of practicing
nepotism within the organization, I would intend to convey my viewpoint to the concerned
management that is responsible for the hiring and the promoting of the employees of the
organization. I would communicate my viewpoint to the management on the ill effects of the
nepotism on the operations that take place within the organization. This would also help the
concerned management to deal with the several issues that might result from the practice of
nepotism within the organization.
The consensus from the class discussions revealed that the employees should take a stand
against the unethical practices that are being maintained within the organization. This helped me
to learn about the factors that are implemented within the organization in order to maintain the
proper operations. The class discussions further helped me to learn the various ways in which the
unethical organizational practices can be avoided.
Structured Reflection 2
The concerned management of the organization might be advised to deal with the
employees within the organization in an equal manner. the equality within an organization is
important in order to maintain the fairness within the organizational workforce. The equality
within the organizational workforce helps the concerned organization to deal with the
harmonious operations within the organization as well as prevent the unethical practices within
the organization. The human resource department and the management of the organizations are

3STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
recommended to deal with the various ethical issues within the organizational workforce. The
employees who have been serving the organization at the various levels of the organizational
hierarchy need to be treated with the just and fair means. This helps in the improvement of the
internal operations of the organization as well as helps in motivating the employees of the
organization to work harder towards the attainment of the goals that have been set by the
organizational management.
I personally feel that the concerned members of the organizational management should
implement the equality within the organization. The implementation of the equality within the
organizational workforce would help in fostering as well as protection of the workplace diversity
that exists among the organizational workforce. This in turn helps the organizational workforce
to maintain a positive image and thus maintain the harmonious atmosphere within the workplace.
This treatment applies to all the employees of the organization inclusive of the managerial staff
of the organization, the clients of the organization as well as the employees of the organization
who served at the several hierarchical levels within the organization (Hoch et al. 2018). I feel
that the implementation of the equality measures within the organization help in the
improvement as well as the maintenance of the respect among the employees who serve the
organization. The maintenance of the equality and the fair-play within the organization further
helps in focusing on the organizational goals and the objectives within the organization.
The ethical leadership within the organization is at times a moral obligation for the
employees of the organization. The concerned management of the organization might not be able
to deal with every employee of the organization in an equal manner. The organizational
management should majorly treat with the employees of the organization on the basis of the
performance of the concerned employees. The performance of the organizational employees,

4STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
according to me, is one of the major factors that should be dealt with while dealing with the
appraisal of the employees. This might prove to be a major area wherein the equality within the
workforce members might not be maintained (Walumbwa, Hartnell and Misati 2017). This is due
to the fact that the performance of the employees of the organization vary from one workforce
member to the other. I feel that employees who have been performing well in a consistent
manner should be rewarded for their contribution to the organization. The consistent performers
of the organization should be looked up to as the exemplary members of the organizational
workforce. This might help in the bringing forth the equality within the organization.
Structured Reflection 3
The several business organizations that are active within the international market are
known to face several constraints in the operations. The major types of the issues that are faced
by the human resource practitioners within the organization refer to the factors that deal with the
compliance of the organizational activities with the various regulations and the legal affairs that
are practiced within the country wherein the company has been operating. The human resource
department of the business organizations further deal with the changes in the management within
the organization. The development of the leadership styles along with the growth of the
organization prove to be one more challenge for the human resource personnel of the
organization (Brewster 2017). In this case, the human resource personnel within the organization
faces the major issue in the management of the programs that are constructed with the aim of the
development of the leadership style that is followed within the organization.
The development of the workforce as well as the implementation of the several training
programs tend to be another hurdle for the human resource of the organization. However, I feel
that the other major challenge that is faced by the organization rests in the area of the adaptation

5STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
of the technological advancements that might help the organization to fare better within the given
market. The human resource department within the organization faces issues in the rolling out of
the compensations to the employees of the organization and the understanding of the benefit
packages that are extended towards the employees of the organization. The recruitment of the
potential employees to the organizational workforce is yet another challenge that is faced by the
organization. This is considered to be one of the major challenges that is faced by the human
resource department. This is due to the fact that the recruitment and the selection involves a huge
deal of investments. The employers who have been recruiting the employees of the organization
might find it extremely difficult to invest in the smooth functioning of the organization as well as
the recruiting the correct personnel who would contribute towards the overall performance of the
organization (Petrick 2017). One of the most challenging functions of the human resource
department is the retention of the employees who have proved to be the assets of the organization
with their consistent and dedicated performances towards the improvement of the concerned
business organization.
The casual employment as is adopted by the majority of the business organizations is
according to me a flexible option. The casual employment of the workforce members helps in the
recruitment of the employees who tend to be diligent with their work. The flexibility that is
offered through the casual employment helps the company to motivate the employees to work
harder towards the betterment of the overall performance of the company (Wang and Geraghty
2017). The casual employments within the organization tend to bear minimal costs on the part of
the employers and can be terminated at any given point of time with a very minimal cost and
notice.

6STRATEGIC GLOBAL HUMAN RESOURCE MANAGEMENT
References
Abubakar, A.M., Namin, B.H., Harazneh, I., Arasli, H. and Tunç, T., 2017. Does gender
moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and
workplace withdrawal: A neural network and SEM approach. Tourism Management
Perspectives, 23, pp.129-139.
Alwerthan, T.A., Swanson, D.P. and Rogge, R.D., 2018. It's better to give than to receive:
Psychological need satisfaction mediating links between wasta (favouritism) and individuals'
psychological distress. International Journal of Psychology, 53, pp.11-20.
Bourne, D.J. and Aldossari, M.A., 2016. Nepotism and Turnover Intentions amongst Knowledge
Workers in Saudi Arabia. In The Laws of the Knowledge Workplace (pp. 39-48). Routledge.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Hoch, J.E., Bommer, W.H., Dulebohn, J.H. and Wu, D., 2018. Do ethical, authentic, and servant
leadership explain variance above and beyond transformational leadership? A meta-
analysis. Journal of Management, 44(2), pp.501-529.
Petrick, J., 2017. Total quality in managing human resources. Routledge.
Walumbwa, F.O., Hartnell, C.A. and Misati, E., 2017. Does ethical leadership enhance group
learning behavior? Examining the mediating influence of group ethical conduct, justice climate,
and peer justice. Journal of Business Research, 72, pp.14-23.
Wang, C.C. and Geraghty, S., 2017. Casual for a cause: Exploring the employment status of
nursing in Australia and China. International Journal of Nursing Sciences, 4(4), pp.437-440.