Human Resource Challenges Faced by International Businesses: Deloitte

This report provides an in-depth analysis of the human resource challenges encountered by international businesses, with a specific focus on Deloitte Limited. The study begins with an introduction to the topic, outlining the rationale, aims, objectives, and research questions. A comprehensive literature review explores the various aspects of human resource management, including challenges related to a globalized workforce, cultural differences, employee engagement, and talent management. The report then delves into the research methodology, detailing the data collection methods, sampling techniques, and research approaches. The findings are presented through data analysis, utilizing qualitative techniques to explore the underlying factors contributing to HR issues. Finally, the report concludes with recommendations for Deloitte Limited, suggesting strategies to mitigate HR challenges and improve overall organizational performance. The report emphasizes the impact of globalization and cultural differences on human resource practices, highlighting the importance of effective communication and employee engagement in international business settings. The report also discusses the impact of HR challenges on the productivity and performance of the business entity.

AN ANALYSIS OF HUMAN RESOURCES CHALLENGES FACED BY
INTERNATIONAL BUSINESSES
(A STUDY OF DELOITTE LIMITED)
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Table of Contents
Chapter 1 Introduction .........................................................................................................................3
1.1 Overview of the topic............................................................................................................3
1.2 Rationale of the study...........................................................................................................3
1.3 Research aims and objectives................................................................................................4
1.4 Research questions................................................................................................................5
1.5 Structure of all the chapters...................................................................................................5
Chapter 2 Literature Review ...............................................................................................................7
2.1 Introduction...........................................................................................................................7
2.2 Human Resource challenges faced by international business organizations........................8
2.3 Various aspects associated with human resource management...........................................13
2.4 Impact of human resource challenges on organizational performance and productivity....14
2.5 Conclusion..........................................................................................................................15
REFERENCES...................................................................................................................................16
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CHAPTER 1 INTRODUCTION
1.1 Overview of the topic
Human Resource Management of an organization manages all the typical work processes;
thus apparently it is integrated with several challenges and constraints. One of the basic challenges
that has been observed in this area is demand of potential and skilled workforce who can manage
business practices successfully on international level (Bhattacharyya, 2009). Further, another
challenge has been seen in management of cultural aspects among diversified employees. In the era
of globalization, organizations are entering into different market places which leads them to recruit
new people for work management; however due to cultural difference, issues generate in such
organizations.
Apart from cultural aspects, organizations have to deal with employee engagement aspects
because difference among people creates communication gap and as a result, it hampers coeval
productivity and performance of business entity (Bloom and Van, 2011). Human Resource
Management is a wider term that brings success to the organization; however failure in prominent
management leads to business challenges and constraints. Thus, considering this fact organizations
in contemporary scenario are investing more in developing human capital as that significantly
underpins growth opportunities.
HRM is all about engaging different type of people in the organization for work
management; however involving diverse employees always creates issues due to difference of
opinion (Bloom and Van, 2011). Regarding this, many researchers have contended that
communication is the key aspect that helps all the organizations to manage organizational issues
(Baron and Armstrong, 2002). Along with communication, there must be appropriate concern for
the employees so that they help in achieving all organizational aims and objectives. In most of the
organizations, due to separate departments, employees do not get the opportunity to interact with
other people which in turn develops difficulties in sharing work related knowledgeable information
(Brockbank and Ulrich, 2005).
Another factor that bring challenges in the organization is in the realm of training and
development. Employees sometimes find training unnecessary which minimizes their interest as
well in attending the same. It is essential for the employees to comprehend the value of training and
development; however lack of such understanding affects their own performance. Talent
management is one of the major challenges that exists in HR issues where in employers face more
difficulties in retaining potential people for longer period (DeSimone and Werner, 2009).
1.2 Rationale of the study
The present dissertation has been prepared for the purpose of highlighting human resource
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challenges faced by international business organizations. In such respect, Deloitte Limited, has been
considered since it is a large multinational organization which has numbers of employees working
in varied regions. The study is useful for those readers and researchers who desires to acquire
knowledge about challenges associated with human resource management of an organization. In the
same manner, primary and secondary both the sources have been considered in the research study;
therefore it enhances the scope of meeting the aim of research study.
Several studies have been conducted in the area of human resource management; however in
the present study, this topic has been selected as researcher wanted to highlight all the challenges
concerned with human resource management of the organization. The present research topic has
been selected because human resources of the organization are important and challenges in such
area affects productivity and performance aspects. Hence, considering this, researcher has discussed
the relationship of human resource management with overall organizational performance.
Human Resource Management is one such aspect which aids the business entity to develop
the factors of growth and success; however challenges associated with this dimension critically
impacts overall business performance (Bloom and Van, 2011). In such context, several factors have
been discussed in the present study that generates human resource challenges in the organization.
The study is useful for all the business entities that emphasizes on prominent management of human
resources. In the current study, several challenges have been highlighted; therefore the research
work is useful for organizations for mitigating HR issues. In the current study, emphasis has been
given towards impact of globalization and cultural differences as these are the core factors that
generates human resource challenges in international business organizations.
1.3 Research aims and objectives
Aim:The aim of the current dissertation is stated as follows:
“To analyze human resource challenges faced by international businesses: A study of
Deloitte Limited”.
Objectives:
The objectives formulated for present study are:
 To study the various aspects associated with human respects in international businesses.
 To analyze human resource challenges faced by Deloitte Limited.
 To ascertain the impact of human resource challenges on company's performance.
 To recommend strategies for Deloitte Limited in mitigating challenges related to human
resource.
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1.4 Research questions
For the present research study, several questions have been framed because that gives
specific direction to the research work. Research questions are also vital since that aids the
researcher to collect relevant data for the present study.
The research questions formulated for the current study are as follows:
 What are the various aspects associated with human respects in international businesses?
 What are the human resource challenges faced by Deloitte Limited?
 What are the factors that generates human resource issues in international organizations?
 What are the strategies for Deloitte Limited in mitigating challenges related to human
resource?
1.5 Structure of all the chapters
The dissertation has been prepared in specific manner including different chapters which are
defining varied sections for the study. All the chapters are discussed briefly in the below section. Chapter 1 Introduction: Initial chapter of the dissertation is introduction where in
researcher has given overview about the human resource challenges faced by international
business organizations. This particular chapter is describing all the reasons for which the
study has been conducted (Fowler, 2009). Along with this, introduction section makes the
study comprehensive because researcher has included specific data through secondary
sources. Chapter 2 Literature Review: Second chapter of the dissertation is attempted with the help
of secondary research in which researcher has borrowed viewpoints of many authors and
scholars regarding the subject matter. Literature view has been discussing all the issues that
are generating in the area of human resource management (Goddard and Melville, 2004).
Further, the chapter is also analyzing organization's perception regarding management of
HR issues and challenges. Literature Review seems to be the major chapter of the research
work since it assists the researcher to develop valid and feasible conclusion for the
subsequent study. Chapter 3 Research Methodology: Research methodology is one of the major sections of
the research study where in researcher has discussed several tools and methods that are
applied to reach towards the defined aims and objectives. This chapter gives detailed
analysis about data collection, sampling, research paradigm and approaches. With the help
of research methodology, researcher is able to evaluate suitable outcomes for the research
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study (Yin, 2009). Chapter 4 Data Analysis: Data analysis plays significant role in the research study where in
researcher evaluates research findings on the basis of Qualitative technique. The mentioned
technique has been used so as to explore the hidden facts behind the research topic.
Thematic analysis has been done; thus several themes have been prepared on current
research issue (Goddard and Melville, 2004). However, data has also been analyzed through
questionnaire where in responses have been collected from senior management of Deloitte.
 Chapter 5 Conclusion and Recommendations: Last chapter of the dissertation is
conclusion which is a summarized form of the entire study. Hence, in this section
conclusion has been derived on the basis of primary and secondary research. Conclusion
demonstrates what has been done in the entire study (Bernard, 2011). Further, on that basis
several recommendations are made for further improvements and modifications. This is the
last section; therefore researcher has given recommendations to other researchers regarding
prominent management of human resources.
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CHAPTER 2 LITERATURE REVIEW
2.1 Introduction
Ulrich (2005), contends that Human Resource Management is the most imperative business
area which is entitled to manage the core business processes and functions (Morley, Heraty and
Michailova, 2016). The department is entirely responsible in managing employee interest; thus for
that various benefits like health policies, safety amenities and compensation are provided to the
workforce. However, Heraty (2016), argued that challenges related to human resources generates in
the business entity chiefly in the realm of international business management (Brockbank and
Ulrich, 2005). When organization enters into different market places, the need for potential and
talented workforce develops and to fulfill such requirements, business entities selects culturally
diversified employees from different countries. When diverse people come together to work for a
common purpose, they gradually face challenges; hence it becomes difficult for the workforce to
produce optimum outcomes. At international level, employers also experience many issues in
retaining people which in turn affects goal accomplishment aspects (DeSimone and Werner, 2009).
The role of human resource management in the organization is evolving with the change in
competitive market environment and due to more transformations, organizations are facing
numerous challenges and issues (Bhattacharyya, 2009). Human Resource Management plays major
role in the organization as their efforts accelerates success and profitability aspects of the business
entity. In such context, the emergence of globalization has affected human resource practices of
international business organizations (Bloom and Van, 2011). Business processes of the organization
get transformed especially in the case of globalization where in organization enters in to new
business activities with new market place. Due to globalization, changes are arising in human
resource practices and this also creates more challenges for the business entities. Organizations
located in different countries explores new dimensions for managing human resources; however due
to cultural values employees experience varied difficulties (Caganova, Cambal and Weidlichova
Luptakova, 2015).
Globalization is the concept in which organization enters into new market place for trade
purpose and for expansion purpose. Hence, this generates the need of recruiting more people in the
organization so as to manage overall business practices. Human resource challenges have been
observed in international business practices and the main constraint arises in the area of managing
diverse people (Harrington, Warren and Rayner, 2015). The major issue related to human resource
management appears when organization fails to meet the requirement of employees and also
differences in people creates more issues and challenges. In the contemporary scenario, business
entities are experiencing varied challenges because of engaging diversified people in organizational
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practices. In the below mentioned section, several challenges as well as factors have been discussed
that generates issues in the area of human resource management (Morley, Heraty and Michailova,
2016). Moreover, from the viewpoints of many authors, it has been identified that employees should
be properly engaged in the work practices so that the issues and constraints can be minimized. At
the same time, communication barriers also affects work practices and this chiefly generates in the
area of international business management (Scott, 2016).
2.2 Human Resource challenges faced by international business organizations
According to the views of Kumpikaitė (2015), human resource challenges are associated
directly with manpower and there should be proper strategies to overcome such issues particularly
in the area of international business management (Bryman and Bell, 2015). In such context,
evaluation and monitoring of manpower is one such factor that creates more issues in human
resource management. It has been observed that employees (who work with international business
entity) performs all their job roles in competitive manner so as to remain in challenging business
environment. Here, in senior managers of the organizations are entitled to manage such people so as
to reduce the ratio of employee issues. Such managers also face issues in measuring and evaluating
the performance of diversified employees. Thus, HR people have to devote more time in this field
so as to extenuate challenges associated with human resources (Bryman and Bell, 2015).
Furthermore, shortage of challenge is one of the major challenges that have been faced by
international business organizations (Vomberg, Homburg and Bornemann, 2015). Organizations are
experiencing troubles in appealing qualified; hence this creates shortage of potential people in the
organization. Organizations who have different branches in many countries especially experience
such issue because they are unable to acquire talented people in short period of time. Sometimes, to
manage workload, organization recruits temporary candidates; which do not assist in enhancing
productivity level because of lack of skills and potential among those people (Schwalbe, 2015). At
international level, organizations have to give concern towards skilled workforce so that defined
aims and objectives can be fulfilled. As per the views of Marchington (2015), manpower is regarded
as worth merely in the case when they are talented and capable. Employees get more benefits and
appreciation from the organization when their skills and ability matches to organizational
requirements (Morley, Heraty and Michailova, 2016). Employees who are unable to meet the
expectations of organization become another significant challenge for the business entity.
Organizations who operate their businesses on international level organizes training and
development sessions so as to develop the workforce and through this, business entity put a step to
manage capability gap (Geppert, Matten and Williams, 2016). However, Michailova (2016),
contends that employees experience challenges due to lack of training and development sessions at
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international level. International business activities can be prominently managed through effective
leadership and absence of such leadership generates more challenges at workplace (Marchington,
2015). Strategic leadership is highly essential in international business management because it helps
the organization to get adequate direction from the leaders to reach towards the specific aims and
objectives. However, Geppert (2016), said that communication is the central dimension that reduces
all sorts of issues; thus there should be proper level of communication among the employees and
management. This is also useful in terms of sharing requisite information in the organizational
departments (Shields and et.al., 2015).
Although, communication is a major challenge for the business entity; still there are several
dimensions that can resolve communication related issues in international business management.
There are several methods through which proper communication can be maintained in the
organizations and all such modes should be well known to the employees so that they can manage
the flow of information (Kumpikaitė, 2015). Communication related issues generates when
organization have to manage the business operations from several departments and countries. Lack
of communication is the major aspect that generates human resource challenge and this also affects
interest of the employees. Therefore, to reduce communication barriers, organizational entities
emphasizes on developing leaders who are able to manage business from varied dimensions
(Lussier and Hendon, 2015). Thus, it is clear that leadership plays prominent role in this area where
in employees must perform according to organizational work aspects. Problems related to human
resource dimension also generates in the case when leaders become unable to lead effectively
towards organizational aims and objectives.
George (2015), contends that Cultural difference sometimes bring issues in the organization
because apparently employees give importance to their values and beliefs (DeCenzo, Robbins and
Verhulst, 2015). When business enters into new market place, they experience difficulties in
managing cultural aspects due to transformed business environment. It is the responsibility of
manpower of the organization to manage cultural values since that is a bare essential component of
business management. Business enterprise working on diverse level must have to comprehend
different values and norms so that to maintain the tradition of business management (Berman and
et.al., 2015). Moreover along with this, employers of international organizations must also
determine values of all the employees in terms of retaining them for longer time span. It is an
apparent fact that motivation and benefits drives the employees to contribute more in growth and
success aspects; hence there should be equal concern for all the employees.
The views of Rayner (2015), states that employee engagement is one of the basic aspects
that underpins the practice of management and that also changes organizational environment
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(Bloom and Van, 2011). There must be suitable level of employee involvement in organizational
practices since that works in retaining them for longer time span. Employees feel demotivated when
they are not engaged in organizational decisions and when they do not have any authority to present
their opinion in organization's work aspects (Navimipour, Rahmani, Navin and Hosseinzadeh,
2015). Consistent employee engagement is considered as one of the major difficulties in the area of
international business management. This issue usually generates in the business entity because of
cultural differences, language differences and other related barriers. Thus, employees needs to be
more compatible so that they can meet up all the essential requirements of the organization
(Brockbank and Ulrich, 2005). When business operations are conducted from different levels, they
have to make sure that employees have the opportunities to develop suitable interaction. This is also
beneficial in developing team work in the organization.
The views of Brockbank (2005), contends that reinventing is regarded as one of the
innovative strategies for the organization especially who conducts business on international level
(DeSimone and Werner, 2009). Top authority of the organizations who deals in cross borders
functioning works on continuous development of people management so as to achieve
organizational aims and objectives. Alongside, they are also entitled to develop people so that they
can meet the requirements of competition and this can also assist the employees to enhance their
capability level. This can be done through applying HR practices in to account which includes
radical changes, innovative solutions etc (Bloom and Van, 2011). The business organizations have
entered into the age where senior management of the firms has to work regarding the simplification
of the work processes being carried out. When organization enters into different market place, they
get certain new things to perform; hence this increases the streamline of work. Therefore,
management of human resources in competitive scenario is yet another challenging aspect for the
organizations. Thus, it generates rearrangement of existing work practices which on the other hand
also generates the need of employee training (Bhattacharyya, 2009).
With the increase in competition, locally or globally, organizations must become more
adaptable, resilient, agile, and customer-focused to succeed (Navimipour, Rahmani, Navin and
Hosseinzadeh, 2015). Looking at today's competitive world, managerial level staff will require
more conceptual and strategic skills so as to perform all types of tasks and activities that can
enhance competitiveness of the organization. Issues also come at the time when new practices and
policies are introduced and also when employees do not have the potential to cope up with such
changes. Apparently, success or failure of HR practices depends upon the support derived from the
employees (Vomberg, Homburg and Bornemann, 2015). Employees must have to show greater
commitment towards organizational matters so that they can carry out all the activities in prominent
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manner. The views of Patterson (2015), supports this discussion by stating that HR managers are
facing many challenges in the present scenario like globalization, workforce diversity, technological
advancements and changes in political and legal aspects. All these challenges increase the pressure
on HR managers to attract and retain talented employee. Therefore, HR professionals can not ignore
these challenges; thus they should come up with several strategies and mechanism of developing
skills and competencies of human resources (Hanks, 2015). This will work in accepting the
emerging challenges that hampers business performance.
Organizations that do not put their emphasis on attracting and retaining talents might find
themselves in dire consequences since their rivalries may outplay the same roles in the strategic
employment of their human resources (Monczka, Handfield, Giunipero and Patterson, 2015). The
level of competition has been increasing; therefore organizations must become more adaptable and
resilient so as to acquire success and prosperity on higher extent. Globalization changes
environment of the organization and within this changed environment, HR professionals have to
evolve themselves to become strategic partner within the organizational context (Warner, 2016).
Cultural related challenges are quite for the business entity especially in the realm of international
business management. From the viewpoints of author, it is evident that cultural diversity and
workplace biodiversity influences consistent work performance of the organization. Along with this,
technological issues also creates problematic situations where in HR managers have to invest more
in employee training and development. Advanced use of technology trends to reduce the number of
jobs that require little skill and this also creates more competition on smaller level (Morley, Heraty
and Michailova, 2016). The views of Geppert (2016), states that new technology creates
unemployment; however other issues also arises due to scarcity of skilled manpower.
Changes in political and legal environment means changes in political parties and regulation
and this leads the business to follow new rules which transforms existing practices and business
scenario (Geppert, Matten and Williams, 2016). Nonetheless, apart from these issues, benefits and
compensation are the backbone of any HR strategy; but in the case of international business
management, benefits and compensation are even more important since that focuses on work life
balance of employees. Employees feel motivated when they are provided several benefits and
advantages; however absence of such thing impedes employee interest (Marchington, 2015). In this
situation, they do not contribute in achieving organizational goals and objectives. Another most
important reason that creates issues among HR is the level of work stress where in employees face
more challenges in managing work burden in the case of international business management.
Apparently, stress level in the employees increases when they are provided more job roles and at the
same time, it also hampers their potential in performing diverse job roles. As far as HR issues are
11

concerned, organizations have to pay more consideration towards employee engagement and
management (Shields and et.al., 2015).
The study of Kumpikaitė (2015), reveals that entering into international market place drives
the business entity to restructure the existing process and this also aids in becoming more
competitive (Snell, Morris and Bohlander, 2015). Employees feel more comfortable with the
existing work processes and when they are introduced with changes, they restrict themselves to
cope with such changes. In order to eliminate HR issues, it is essential for the employees to
coordinate with each other so that all the activities can be carried out in adequate manner. Issues
also arise in the case when roles and responsibilities are changed and when new things are added in
their existing work roles (Lussier and Hendon, 2015). Employees must have to focus on challenging
work practices so that they can assist in achievement of growth and success. The future of HR is
dependent on efforts of employees; hence it is entitled for the workforce to adopt more challenging
practices. This will also assist in enhancing creativity and innovation in the work processes.
Consequently, HR must be the champions who help the employees to gear the potential level so as
to add value in organizational work practices (DeCenzo, Robbins and Verhulst, 2015). Diversity
management typically encourages the employers to facilitate more changes in the organization and
through this, the opportunities of expansion and diversification also increases.
Since, international business management changes the policies and practices of the
organization; therefore it has direct related to work environment. Work environment of the
organization gets hampered when they face certain changes and this develops conflicts among
people (Berman and et.al., 2015). At international level, there must be appropriate approach for
conflict resolution where in managers should handle work processes in accurate manner for more
productivity and profitability. Due to diversity management, challenges arise and that impedes
internal environment of the organization. In order to create positive environment at the workplace, it
is essential for the organization to have appropriate conflict management system so that all the issue
prevailing in the organization can be resolved (Navimipour, Rahmani, Navin and Hosseinzadeh,
2015). The leaders have to play crucial role in this area so that they can manage work processes in
prominent manner.
Hence, there are several best practices that a HR manager can adopt in ensuring effective
management of workplace diversity in order to attain organizational goals (Caganova, Cambal and
Weidlichova Luptakova, 2015). There must be appropriate system for managing all the work
aspects as that can augment the value of organization from varied dimensions. From the entire
discussion, it is clear that managers have to encourage the employees so that they can contribute in
acquiring long term sustainability and competitive advantage. Organizational values and policies
12

should be same for all the employees so that they can develop their potential level. This will also
assist them to get appreciation and recognition from the management (Bryman and Bell, 2015).
2.3 Various aspects associated with human resource management
There are various aspects that are related to human resource management such as employee
engagement, employee motivation, training & development, diversity management, performance
management and talent management (Hanks, 2015). The major dimension of HR is employee
management where in employers have to consider interest of employees because they are the only
possessions that generates other resources for the business. Employee motivation is the major aspect
that affects the work practices because the factor is directly related to interest of employee. In the
case of international business management, it is essential for the business owners to satisfy the
employees so that they can contribute more in success facets (Vomberg, Homburg and Bornemann,
2015). Employees should be motivated enough so that they can assist the organization to create
competitive edge over the rivalries. Monetary as well as non monetary both the benefits are required
to give to the employees so that they can meet organizational standards. This is also useful in terms
of retaining talented people in the organization. Unavailability of motivational benefits generates
more challenges for the workforce and this also drives them to switch to another job roles
(Monczka, Handfield, Giunipero and Patterson, 2015).
Further, employee training is one of the major dimensions that is related to the concept of
HR where in employees are provided training so that they can manage their roles and
responsibilities (Stone, Deadrick, Lukaszewski and Johnson, 2015). This is also useful for the
purpose of enhancing employee potential level. Lack of training facilities in international business
management generates varied issues among the employees and this also impedes their performance
factor (Warner, 2016). Training and development program is considered as an encouragement
strategy where employees can find out own areas of development. Employee training helps the
organization to enhance the potential of employees and through this, cost of operations can also be
reduced simultaneously. Hence, the above discussion it is evident that organization has to consider
every aspect associated with employees because they are entirely responsible in developing
competency of business entity (Schwalbe, 2015).
Performance management is the process in which performance of the employees is
evaluated on the basis of a specific procedure and through defined work processes (Harrington,
Warren and Rayner, 2015). The process of performance management should be fair and adequate
so that employees can develop faith in organizational practices and policies. The words of
Harrington (2015), contends that performance management criteria changes in the case of
international business management which generates issues and challenges. Along with this,
13

employees also start comparing themselves with each other and in case of inadequate performance
benefits, conflicts arises among them (Morley, Heraty and Michailova, 2016). In the contemporary
scenario, organizations have to compete with each other; thus for such purpose, chief emphasis is
given towards talent management and strategic leadership. Talent management is somewhere
concerned with employee retention where in it is essential for the managers to retain talented
workforce who have the capability to contribute in success aspects (Scott, 2016).
Hence, from the above discussion, it can be said that organization has to consider values of
human resources so that they can be retained for longer time span and this also maximize
productivity level (Geppert, Matten and Williams, 2016). Human Resource Management enhances
performance capability of the organization because the job roles of employees have direct
relationship with organization's growth and success aspects.
2.4 Impact of human resource challenges on organizational performance and productivity
Human Resource Management is regarded as one of the most imperative area that develops
the value of organization from diverse perspectives and issues in the same area affects the overall
performance and productivity aspects (Marchington, 2015). The nature of human resource
management has been changing as currently organizations have to consider employee motivation in
all dimensions so as to underpin performance and productivity level. When HR issues appears in the
organization, the whole business get affected (Jones and George, 2015). Along with this, it also
changes the way employee performs their roles and responsibilities. In generalized term, human
resource management is a growing discipline which leads the employers to focus more on
recognizing the value of human capital. Human Resource issue hampers the overall work processes
because of diversity management. Employees present different opinion in organizational decisions
which contradicts the way of managing things. Hence, due to difference in opinion, issues arises
among the employees and they become unable to contribute optimum outcome (Delahaye, 2015).
Further, issues related to human resource management also reduces the opportunities of
expansion and diversification because due to conflicts and grievances, workforce do not assist in
producing optimum outcomes (Shields and et.al., 2015). In order to manage business in effectual
manner, it is vital for the employees to develop appropriate interaction in the teams. Due to
unavailability of transparency among the work practices, employees feel demotivated and this also
changes the way of conducting roles and responsibilities. To overcome the impact of HR issues, it is
essential for the managers to invest more in employee management and motivation aspects
(Punnett, 2015). This is also another criteria for making the employees learn diverse things for
improving overall productivity and performance. The value of HRM needs to be developed so that
organizational success aspects can be encouraged. Employees should be motivated enough as their
14

efforts contribute in augmenting creativity and success aspects and human resource issues can
minimize the opportunities of innovation in business practices. Hence, in terms of impact, the
overall business environment gets hampered which significantly impedes employee's way of
managing their job roles (Kumpikaitė, 2015).
2.5 Conclusion
From the above study, it has been evaluated that having human resource challenges affects
organizational work practices and such issues also affects long term goals and success (Riccucci,
2015). The viewpoints of several author clearly demonstrates that due to globalization and cultural
changes, differences generates among people which further impedes value of work processes. The
above discussion also denotes that there must be direct communication among the employees so
that they can reduce the possibilities of human resource challenges (Lussier and Hendon, 2015).
Every organization must give adequate consideration towards HR related challenges; thus to reduce
such issues aspects related to employee management should be considered on wider extent.
Articulating, the discussion it is evident that due to fluctuating economy and due to global
transformations, various changes occur rapidly that affect HR in wide range of issues (Snell, Morris
and Bohlander, 2015).
The research work of Verhulst (2015), also demonstrates that wide ranging cultural
differences from country to country demand corresponding differences in HR practices specifically
among company's international subsidiaries. Such inter country cultural difference have HR
implications. The above study has evaluated that training plays crucial role in managing employee
related issues as this makes them more capable in managing international business activities
(DeCenzo, Robbins and Verhulst, 2015). Several methods have been used by the organizations to
reduce HR related issues such as equal employee participation in organizational decisions. Good
communication build team work and it also enhances productivity of the organization. Human
Resource Management is all about managing human resources in adequate manner so that it can
assist the organization to contribute more in success and growth aspects (Berman and et.al., 2015).
15

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