Balancing Local Needs and Consistency in HR Policy Assignment

This assignment delves into the complexities faced by global organizations in harmonizing local needs with the requirement for corporate consistency, particularly concerning Human Resource (HR) policies. The core issue revolves around the necessity to adapt corporate-level HR strategies to accommodate the diverse cultural, governmental, legal, and regulatory environments of local divisions. The assignment emphasizes the importance of leaders assessing when and how to adjust HR policies to effectively address local requirements, ensuring a balance between global standardization and local responsiveness. The student's work examines the critical role of HR policies in resolving the adaptability and balance in a globalized context. Furthermore, the assignment covers the implementation of HR practices to fit both local and global contexts, considering factors such as career management, recruitment, performance appraisal, and training. The research also considers the peculiarities of the business world and modifies their policies regarding the optimization of investment in different countries, focusing on international transfer, coordination, control, investment, and the development of new capabilities. The conclusion highlights the use of various strategies and policies in HRM to adapt to globalization, while also addressing the challenges in recruitment and talent management.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Authors note

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In the field of international mobility the use of functional delivery strategies performs as
a support system in the pursuit of globalisation regarding the organization. In order to maintain
local responsiveness the managers use three strategies, which are, pull force or environmental
demand as a strategy of flexibility; industrial push force as an emerging market strategy;
administrative heritage, force of infrastructure and organizational capability as an strategic model
of human resource delivery. By using all this forces or strategies they will be able to encourage
the capability of the functioning of IM in order to perform world wide, as the organization
intents to control and coordinate activity of mobility across borders; by developing connections
among geographically dispersed unit of a function and regulating functional movements in order
to align them with expectations. This whole concept lies under forty seven interviews along with
international directors of mobility across various sectors (Noe et al. 2015).
In the field of globalisation, the defined organizations are focusing on the fact of
designing and implementing human resource management, practices in order to fit in the local as
well as global context. As per an avid literature review on culture, structural and institutional
contingencies impacting human resource management aspects in various areas, like, career
management and HM planning; recruitment and selection; design and job analysis; performance
appraisal; rewards and compensations; and training and development. As per all this the specific
framework is intended to guide research of future cross culture and the multinational
corporations practices; these policies influences the development of subsidiaries in various
developing countries as well. The focus of these strategies are on international transfer,
coordination, control, investment and growing new capabilities (Clough et al. 2015). This
research also bring forward the peculiarities of the business world of Africa and modifies their
policies regarding the optimization of investment in different countries. Policies which impacts

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most workers of an organization are in the field of uniformity are compensation, recruitment,
firing and training, these are also flexible and easily adaptable (Chatman and O’Reilly 2016). The
eerie of most organizations in current times is complex, global, competitive, dynamic, and
volatile, which is only going to increase over coming years. So, due to all this the organization
faces various global challenges, like, managing employees of different generations, shortage of
competencies, talent flow. All these challenges led the organizations to get systematic in
maintaining human capital and improvising the global talent management, which will help in
driving those challenges (Knoke 2018).
Hence, in conclusion it is evident that in the field of human resource management in
terms of organizations in the face of globalisation, uses different forces, policies and strategies in
order to modify their system, improvise their techniques and driving uniformity. Besides of
having many progressive strategies still the it faces many challenges regarding their management
system in the field of recruitment, talent flow, and many more aspects among employees, which
they sorts out by implementing various new policies and strategies and keep improvising them in
order to maintain their position in the coming years across the world.

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References:
Chatman, J.A. and O’Reilly, C.A., 2016. Paradigm lost: Reinvigorating the study of organizational
culture. Research in Organizational Behavior, 36, pp.199-224.
Clough, R.H., Sears, G.A., Sears, S.K., Segner, R.O. and Rounds, J.L., 2015. Construction contracting: A
practical guide to company management. John Wiley & Sons.
Knoke, D., 2018. Changing organizations: Business networks in the new political economy. Routledge.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resource management. Gaining
a Competitive.