Human Resource Management in a Global Context: Strategies and Policies

This report analyzes human resource management in a global context, focusing on the critical functions of recruitment, selection, development, and retention within multinational corporations, particularly using Walmart as a case study. The report examines various staffing policies, including ethnocentric, polycentric, and geocentric approaches, and assesses their effectiveness. It delves into the importance of employee training, including cross-cultural and technical training, for skill enhancement and organizational growth. Furthermore, the report explores the significance of total reward strategies, emphasizing the components of compensation, benefits, performance recognition, and flexibility. It also investigates the roles that discrimination and diversity management play in organizational development, highlighting the impacts of both and the advantages of fostering diversity in the workplace, particularly during recruitment. The report concludes by underscoring the importance of effective HR policies in achieving organizational goals, increasing staff retention, and gaining a competitive edge in the global market.

HUMAN RESOURCE IN A
GLOBAL CONTEXT

TABLE OF CONTENT
SECTION A........................................................................................................................................3
Q1. Effectiveness and importances of recruitment, selection, development and retention
policies for global companies......................................................................................................3
SECTION B........................................................................................................................................6
Q2 Total reward strategy.............................................................................................................6
Q3 Roles that discrimination and diversity management plays in organisational development
.....................................................................................................................................................7
REFERENCES...................................................................................................................................10

SECTION A
Q1. Effectiveness and importances of recruitment, selection, development and retention
policies for global companies
Human resource refers a group of people that deals with important functions of
company such as hiring, training and development of employees (Boon, Den Hartog and Lepak,
2019). This present study is based on Walmart, American multinational retail corporation as it
operates a chain of hypermarkets. This study is going to show effectiveness of human resource
and its functions such as recruitment, selection, development and retention of employees. It
will discuss several approaches of staff development. Further, it will show importance of
promoting diversity or equality at workplace for organizational development and growth. Total
reward strategy and motivation also help companies in increasing staff retention rate. Global
companies that operate in many countries around the world require performing several
functions. For making their position and attracting global customers, they need to focus on
mainly recruitment and selection of employees. After selecting and recruiting skilled workforces
they need to make use of policies and strategies that can increase staff retention and
development rate. So, overall it can be said that recruitment, selection, development and
retention is the main key of success of global companies. So, they need to make use of effective
policies for performing all these functions. In regard to Walmart, it is found that it makes an
effective use of recruitment and selection policies. But due to increasing rate of competition
among global companies and retailers, it is facing some problems in retaining its staff and
developing them (Desai, 2019). So, here are some strategies or policies of recruitment,
selection, development and retention that can help this retailer in accomplishing goals and
taking competitive advantages. All these strategies help in managing HR by global companies
such as:
Ethnocentric staffing: It is just opposite of poly centric staffing policy because in this
approach rather recruiting employees of the host country, multinational companies send
employees from the home countries to the host country. There are some advantages of this
approach such as it can bring innovation and creativity in the company of host country or it
overcomes lack of qualified managers in host nation (International Recruitment Methods,

2016). It helps transfer core competencies. Limitation or disadvantage of this approach is it can
lead to cultural myopia.
Poly centric staffing: As per this approach of staffing, companies hire as well as promote
employees who are citizen of host country. As compared to other recruitment or staffing
policies it is considered as cost effective approach. In this policy, company does not require
investing money for recruitment and training and employees of the host countries are well-
known with the ways of performing functions, policies of the country as well as language
(Mukhtаrovа, Chernov and Manapova, 2019). Employees also face lesser problems in
adjustment in the company because they are from the same region. So, overall it can be said
that it is comparatively better approach than others and beneficial for both employees and
employers.
Geocentric staffing policy: This staffing policy is being used by multinational companies
when they implement transnational orientation. One of the main effectiveness of this approach
of staffing or recruitment is diversity. Employees are being recruited on the basis of their
abilities and skills rather than their nationality. It boosts their confidence and makes them feel
valued. Valued and motivated employees are more likely to stay with the company and also
help them out in meeting their goals. So, it can be said that by focusing on abilities and skills of
employees while recruiting and developing them, Walmart and other multinational companies
can take advantage of competition. Other main effectiveness of this approach is it can build
strong culture as well as informal management networks.
Training for development and growth of employees
After making decision of selecting policies as per the financial availability and suitability
multinational companies like Walmart and other require providing training to employees.
Training increases skills among employees and it reduces their errors. So, for better
development and retention Walmart can make use of different ways or types of training such
as:
Cross cultural training: In this training, employers make their recruited employees
about effectiveness of organizational culture by appreciating host country's culture.

Language training: In this, employers provide training to employees about host
country's language in order to decrease miscommunication. Rules of written, verbal and oral
communication in host country must be introduced.
Technical training: Different companies have different types of projects for that
employees require having knowledge and skills. By providing technical training, employers
trained their skilled workforces about specific requirements and ways of performing functions
of the job (Rono and Bomet, 2019).
So, from the above discussed all types of training, it can be said that Walmart and other MNC's
can develop and improve performance of their employees.
Motivation to employees for retaining skilled workforces
After recruiting and training for development and growth of employees, global
companies require retaining them. It is already stated that due to globalization and increasing
competition, Walmart and other companies are facing some HRM issues and the main issue is
staff retention. So, for retaining their skilled workforces company can make use of rewards and
benefits for motivating them. With the help of Maslow's hierarchical theory of motivation, it
can motivate employees.
As per the Maslow's hierarchical theory of motivation, companies are required
identifying the type of needs that employees have. Types of needs are being divided in some
stages or in hierarchical manner. As per the first stage of needs, employers satisfy basic needs
of employees such as food, shelter. For this, they provide basic salary and wage to them. As per
the next stage of needs, employers require satisfying safety needs. Employees spend a lot of
time at workplace, so they want to work at safe place and for satisfying such needs, company
can make use of safety tools and providing health insurance to employees. After satisfying basic
and safety needs, employers need to satisfy belongingness needs (Graves and Sarkis, 2018).
Employees at workplace require having someone from whom they can communicate. Managers
require improving their relation with employees and for that they can focus on team work or
group task. By providing flexibility, employers can make their employees able to maintain
balance between personal and professional life. It increases their concentration level and

makes them feel refreshed. After that employers can appreciate employees and by financial
and non-financial needs, they can satisfy self-esteem and actualization needs.
SECTION B
Q2 Total reward strategy
Total reward strategy is a system which is implemented in organization which is going to
help in making the monetary, beneficial developments and other business goals be achieved by
providing the employees with the right rewards from time to time. Employees need motivated
working environment and good growing opportunities in the market so that there is going to be
a good combination which would be present (Sardak, 2017). To be able to provide the
employees with the right motivation for training and accepting the changes, it is essential for
the company to have the right measures and strategies have to be used so that there is
effective working and influence which is going to be present. There are five components which
are present in total reward which are components, benefits, performance recognition, flexibility
and compensations which must be provided to the workforce so that they would be able to give
in their personal best (Gibson, Irving and Scott, 2018).
Walmart is making sure that there is good involvement and rewards which are being
provided to the workforce for the efforts they are putting in. Walmart is getting in a lot of
changes and if they do not have good motivated workforce then the organization might lose on
their loyal and trustworthy customers. Good budgeting must be present in the businesses in
order to make sure that there is total reward strategy which can be implemented and that
would be very beneficial for the overall development of the company. There are more demands
and needs of the customers which can be fulfilled and that would make the satisfaction level of
the company is increased (FLEISHER, 2019). Walmart is achieving their targets and goals from
time to time because of the experience which the organization has gained over years, and they
implement these strategies effectively in the business as well. This strategy is affordable for
Walmart which is going to make the company be able to have a higher functioning and
productivity which is going to be there and that is going to make the sales and profitability and
standards of the company increase in the market.

Q3 Roles that discrimination and diversity management plays in organisational development
Discrimination at workforce arises when the employees and workforce treated
unfavourable, or they don't get equal opportunity. They have to face discrimination on the
basis of their gender, caste, religion and disability, marital status, political opinion etc.
Sometimes discrimination takes place in the organisation when the management take favour
of some employees and others get humiliated, and these things discourage the morale of
employees (Jones, 2017). Besides this if the management don't assign the work to the person
who have all the qualification, skill and capacity to perform that work, and they assign the work
to someone else this can create discrimination among the employees.
For example – Discrimination can happen when some of the employees get less salary and
wages as compared to others, when all are working on same job designation.
Impact of discrimination
Discrimination lead to the mental and physical health of the employee. It creates stress,
illness, depression, anxiety change in behaviour of the employee etc. Due to discrimination,
employees feel partiality in the organisation and they feel they are lagging behind from others.
For example – if a person is having physical disability but having all the qualification and
edibility to perform the job, but they refuse to get a job just because management thinks that,
physically disable person wont preform the job efficiently and dedicatedly.
Diversity
Diversity at the workplace shows that, the organisation have wide range of people who
have different characteristics, cultural background, knowledge and qualification (O'Loughlin,
2017). Organisation's reputation and goodwill depends on the diversity at the work culture. For
example – if any company has diversity at the workplace, people will have different knowledge
and ideas, and view to look at the problems, this will increase the creativity in the company.
Example- Wall mart is providing equal job opportunity and culture top all its employees.
Impact of diversity

When all the employees get the equal opportunity to grow, and it shows that the
organisation is neutral towards welfare of their employee, this will boost their confidence like
Sodexo is known for providing diversity at their workplace, in the recruitment section they
mention that they follow gender balance in their organisation. So the employees also feel that
they are working with the right organisation and can get growth in near future.
Impact of diversity in the recruitment process
If the company is encouraging diversity in their working, it will increase the reputation
and goodwill of the company in the market, thus the company will get more qualified and
skilled person (Roberson, 2019). Even the HR of companies write this in their job description
that they don't follow any kind of discrimination at workplace. Diversity gives competitive
advantage to the company. Apart from this HR department can highlight their diversity policies
in the job description. It makes the recruitment process standardized. With the help of diversity
HR can make decision without getting biased. It creates a positive environment for the
company as the employees do mouth publicity about the work culture and career growth and
their personnel experience. Even diversity encourages women to explore their skills and
creativity.
From the above report it can be concluded that businesses in the market have to make
sure that there is effective working and productivity in order to have the right achievement of
objectives and goals. There are a lot of policies which are present in an organization to have
right selection and recruitment which is going to take place in the industry and the firm will be
able to benefit from this factor. Discrimination and diversity is going to play a very important
role in making sure that the employees in the business are putting in their personal best and
the environment they are working within is healthy. Total reward strategy and other actions
can be taken into consideration which is going to be beneficial for the overall development of
the business to be present and gain competitive advantage in the market.

REFERENCES
Books and Journals
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
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Desai, M.D., 2019. Study on International Staffing approaches and Pre departure
training. Journal of the Gujarat Research Society. 21(11). pp.512-517.
FLEISHER, C.S., 2019. THE MANAGEMENT AND PRACTICE OF PUBLIC AFFAIRS IN A GLOBAL
CONTEXT. The Global Public Relations Handbook: Theory, Research, and Practice.
p.157.
Gibson, D., Irving, L. and Scott, K., 2018. Technology-enabled challenge-based learning in a
global context. In Collaborative Learning in a Global World (pp. 450-450). Information
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Graves, L.M. and Sarkis, J., 2018. The role of employees' leadership perceptions, values, and
motivation in employees' provenvironmental behaviors. Journal of Cleaner
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Jones and et.al, 2017. Subtle discrimination in the workplace: A vicious cycle. Industrial and
Organizational Psychology. 10(1).pp.51-76.
Mukhtаrovа, K.S., Chernov, A.V. and Manapova, U.M., 2019. Human Resource Management in
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O'Loughlin and et.al, 2017. Age discrimination in the workplace: The more things
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Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
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Rono, K.J. and Bomet, E., 2019. INFLUENCE OF EMPLOYEES’PERCEPTION OF LEADERSHIP
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INSTITUTIONS IN KENYA.International Journal of Education and Research. 7(10).
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Sardak, O.B.S., 2017. Potential of economy socialisation in the context of globalisation.
ONLINE
International Recruitment Methods. 2016. [Online]. Available through: <
http://www.whatishumanresource.com/international-recruitment>.