BUSM1139: Globalization and HRM Development: An In-Depth Analysis

This essay explores the multifaceted impact of globalization on Human Resource Development (HRD). It begins by defining globalization and its effects on the economy, culture, and populations, highlighting how HRD is significantly affected. The essay delves into the specific ways globalization impacts HR, including human capital, corporate culture differences, communication challenges, and employment laws. It identifies opportunities such as redefining HR roles and expanding recruitment potential. The essay also discusses challenges like cultural changes. The essay recommends providing cross-cultural training to address cultural differences and simplifying communication. Overall, the essay provides a comprehensive analysis of globalization's effects on HRD, offering valuable insights and practical recommendations for managing the challenges and opportunities presented by globalization in the field of human resource development.

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GLOBALIZATION AND HRM DEVELOPMENT 1
Globalization is a word that is used in order to define the growth in the independence of
economy of the world which includes, culture and populations. Various countries have built
the economy partnerships in order to facilitate the movements over the years. The extensive
effects of globalization are multifaceted and governmentally charged. As with major
technical advances, globalization welfares society as a whole, whereas harming certain
groups. Understanding the comparative costs and welfares can cover the way for lessening
problems while supporting the wider payments. One such department which is affected by
globalization is human resource development. Human resource expansion is a kind of
framework which aids the workers in budding their managerial as well as personal skills,
acquaintance plus ability. This essay will discuss the various ways in which the human
resource development is effected by theglobalization, the essay will also discuss about the
challenges and opportunities of globalization along with recommendation to manage
globalization in Human Resource Development (Kaufman, 2016)
The first and the main impact of globalization goes on the human capital, human capital is
one of the biggest resource available for any company as it helps in acquiring and retaining.
If a company will expand itself in the foreign countries then it will impact theprocedures
ofHR and it will also impact the current staff as they will have to be transferred to a new
position. The ability of a company to move in the new market will then depend on the
ability of the new employees and more skilled employees. In some of the cases the local
workers might solve this issue but in other situation the company might need skilled an
already trained employees in order to transfer the stations in the new location.in such cases
the inclination of the employees will be the main factor to the company’s productivity.

GLOBALIZATION AND HRM DEVELOPMENT 2
The second thing which is impacted by the globalization will be due to the corporate cultural
and differences. All the business have their own and a certain corporate cultures by which
they operate, but there are various cultural and society related differences among the workers
and persons as well. The cultural norm of a society impacts the employees and the way a
worker see their jobs. Some of the cultures also have different mores related to the role
ofgender and mainly the role of women in management. For example: in some of the
countries the working hours can be very different as of the traditional one (9 TO 5)Workers
may be habituated to beginning their day prior in the morning. A manager who is able to
familiarize to the restricted culture may discover improved achievement among the workers
and the employees (Adhikari, 2010)
Another issue is the long- distance communication challenge, in small and local business the
HR manager can request an employee to sign a form or discuss any issue related to the policy
of the company, but globalization impacts the communication among the HR and the
employeesas when a company managesemployees from great distances they face various
issues related to communication with the employees. In such cases the HR departments
depend on technology like conference calling and emails and these impacts the face to face
interaction. Though the forms and HR management software must be standardised in the
company, accommodation have to be complete for the difference in languages(Jensen, Arnett,
and McKenzie, 2011)
The last issue is employment and tax laws; globalization includes tax variation and changes
in the labour law. The HR departments have to be readyto contract with different tax rates,
benefit needs or labour and the environmental system. These supplies may be in
accumulation in disagreement with present corporate policies, so the HR department needs to
make changes in order toupholdagreement with local administrations. HR managers should
become authorities in problems that not only affect to their business, but keep up with the

GLOBALIZATION AND HRM DEVELOPMENT 3
current with problems and government policy within the nations in which their company now
functions(McMillan and Rodrik, 2011)
There are various challenges and opportunities for the HR Department due to globalization;
the first opportunity is that the job roles are redefined, one of the most optimisticimpactsof
globalization is redefining the roles of HR professionals in an organization. As a substitute of
handling the minutia intricate with the management of workerassistances and payroll, which
is progressively being subcontracted, HR professionals play a very big part in the business by
being tangled with strategic planning and emerging programs in order to train and recover the
staff. Apart from this the potential of recruitment raises substantially, the human resource
professionals are not certain to the physical limits for the local area when the company moves
in the global field. And this makes the recruitment process of the HR easier and more
diverse(Metcalfe, 2011)they have a broader pond of talent to choose from. The larger pool of
employee is particularly prominent in the higher-skilled groups where there is a gap among
the supply and demand. Businesses may prosper by competitive products and services, but
cannot continue comprehensively without the correct mix of endowedteams(Palpacuer,
Seignour, and Vercher, 2011)
One of the biggest challenges faced by the HR professionals due to globalization is
challenging the cultural changes. One of the most stimulating traits of globalization on human
reservespecialists is the requirement to regulate and study the cultural changes with the new
global staff. They want to study the best ways to connectthe goals, and works of the company
thatassimilate diverse value schemesin the companies and helps in coordination of the
activities of all their workers HR in the home-basedoffice that needshape working relations
with front managers to communicate businessguidelines, safeguard new hires comprehend
the limits of their service and interpretbusinesscommands for labours. They need to grow an
indulgent of the alivecircumstances and training procedures in other nations and follow

GLOBALIZATION AND HRM DEVELOPMENT 4
Foreign Service regulations, labourassociation’s laws and organized labourproblems, as well
as number out how to makeactualpresentation appraisals from afar. More than ever, human
resources needto depend on the superintendents on the ground to communicate vigorous HR
information, reasonably than depending on theabilities and training(Lambin, and Meyfroidt,
2011)
Since the cultural differences is one of the main issue of the company, the company needs to
give cross cultural trainings to the employees, No one is trained with the skill to comprehend
people from foreign cultures; it should be learned.Cross-cultural training can make people
learn to resist and evaluate situations only from one perspective. By seeing business from the
viewpoint of others, professionals will be able to progressstrategies and the style of work and
it will also help the people to develop deeper intercultural visions which will lead to strong
cross-cultural relationships among the employees (Docquier, and Rapoport, 2012)
Next thing is to simplify the communication; communication is one of the most important
things as it helps to resolve issues if any and it also let the employees know the goals and
visions of the company. That is why it is important to simplify communications. For example
if working in U.S. it is important for the managers to keep the written and spoken language
very simple which should avoid the use of slangs as the employees working from outside
U.S. may have issues in understanding the culture centric idioms (Paik, Chow, and Vance,
2011) In such a case the for the employees of U.S. The manager should focus on to write in
simple expressions and short sentences. The managers should get to the point quickly. Be as
brief as likely. Being simple and clear will help in making the process of translation easy and
fast for the employees. The employees should also not hesitate in asking the things again if
they have issue in understanding(McMichael, 2013)

GLOBALIZATION AND HRM DEVELOPMENT 5
This essay discussed about globalization and its impact on the Human resource departments,
HR departments are are effected by globalization in the following ways, globalization of the
human capital, cultural and corporate differences, tax and employment laws and long distance
communication experiment. Moving ahead the essay discusses about the challenges and
opportunities faced by the HR professionals which are redefining the roles of HR
professionals in an organization andthe potential of recruitment grows substantially, however
the challenges faced is the cultural differences. Lastly the report discusses the
recommendations to manage the challenges faced due to globalization which is to provide
cross cultural training to the employees to reduce the cultural differences and to make the
communication easier in an organization.

GLOBALIZATION AND HRM DEVELOPMENT 6
REFRENCES
Docquier, F. and Rapoport, H., 2012. Globalization, brain drain, and development. Journal of
Economic Literature, 50(3), pp.681-730.
Jensen, L.A., Arnett, J.J. and McKenzie, J., 2011. Globalization and cultural identity.
In Handbook of identity theory and research (pp. 285-301). Springer, New York, NY.
Kaufman, B.E., 2016. Globalization and convergence–divergence of HRM across nations:
New measures, explanatory theory, and non-standard predictions from bringing in
economics. Human Resource Management Review, 26(4), pp.338-351.
Lambin, E.F. and Meyfroidt, P., 2011. Global land use change, economic globalization, and
the looming land scarcity. Proceedings of the National Academy of Sciences, 108(9),
pp.3465-3472.
McMichael, A.J., 2013. Globalization, climate change, and human health. New England
Journal of Medicine, 368(14), pp.1335-1343.
McMillan, M.S. and Rodrik, D., 2011. Globalization, structural change and productivity
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Metcalfe, B.D., 2011. Women, work organization, and social change: human resource
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GLOBALIZATION AND HRM DEVELOPMENT 7
Palpacuer, F., Seignour, A. and Vercher, C., 2011. Financialization, globalization and the
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