Human Resource Strategies in Globalized Business Environments Essay

This essay delves into the critical role of human resource strategies in the contemporary business landscape, particularly in the context of becoming an "employer of choice." It identifies three primary challenges: globalization, rapid technological growth, and the diverse needs and expectations of a workforce spanning multiple generations. The essay argues that effective human resource strategies are essential for employee recruitment and retention, especially in a competitive global environment. It discusses the challenges related to cross-cultural communication, technological integration, and managing the varying needs of employees from baby boomers to Generation Y. The essay also highlights the importance of understanding global corporate cultural differences, providing training, and creating a flexible work environment to motivate and retain employees. The conclusion emphasizes the need for a standard human resource practice that treats every employee equally, regardless of age or background, to ensure organizational growth and success.

Running head: HUMAN RESOURCE STRATEGIES
Human Resource Strategies
Name of the Student
Name of the Universities
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Introduction
In the ‘war of talent’ HR strategy to become an “employer of choice” has to face three
major challenges such as globalisation, rapid technological growth and the differing needs and
expectations of workforce spanning baby boomers to generation y. These three challenges will
be discussed in this essay. Human resource strategies are the most important to take account
in relation to employee recruitment and employee retention. Due to rapid business globalisation
and technological advancement, it becomes extremely competitive to retain the talented
employees within organisation for long term. It is asserted that in the ‘war of talent’, in order to
ensure excellent performance on constant basis, an organisation requires to focus on effective
human resource strategies in terms of engaging the right people within an organisation. In this
essay, it is going to argue about making decision regarding ‘employer of choice’. It is argued
that managing employee relations is the vital challenge for an organisation. It is because needs
of the employees differ based on generation gap, geographical culture, family and social
background. Current organisations are facing challenge in order to understand the various
expectations of the employees. Therefore, human resource practitioners fail to motivate
employees rightly in terms of developing their performance. On the other hand, rapid
industrialisation and emerging online professions enables people to get thousands options of
new employment. Therefore, if a person feels uncomfortable within a company, he will definitely
switch to other options in terms of bettering his career growth.
Challenges related to globalisation
Globalisation of business is the first challenge for retaining talented employees for long
term. Al-Emadi, Schwabenland and Wei (2015) opines that many organisations of today fail to
show the skills of effective cross cultural communication. Therefore, the companies fail to
motivate their multicultural employees for bettering performance. It restricts employees to be
engaged within an organisation. Globalisation can be defined as the worldwide movement
toward economic, financial trade and communication integration. Hence business globalisation
needs to aim economic development, financial management and communication integration
going beyond geographical and cultural barriers (Anitha & Begum, 2016). In order to globalise
business, first priority is to understand the fundamental principles of cross cultural
communication. For making a global team an organisation requires to hire people from different
nation, culture and background. Hence, it is argued that dealing with cultural diversity is the
main challenge for retaining employees at the context of global business (Armstrong & Taylor,
2014). One of the important priorities to develop workforce is sharing information and
knowledge. However, if the employees within an organisation fails to have effective

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communication due to the barrier of language, hence they are unable to work in a workplace like
an integrated team or a family. As per Cascio (2014), distant communication or translation
process is not influential in terms of engaging employees within an organisation. Therefore, in
order to globalise business an organisation needs to understand global corporate cultural
differences. This understanding enables them to invest in human resources. It is phenomenon
that a good number of international organisations cannot provide justified performance
appraisal, training, compensation package, flexible work environment and motivation. These
issues restrict human resource personnel to retain employees within multinational organisations.
Woolworths Limited is one of the huge expanded retail organisations across Australia
and New Zealand. Hence, in order to serve cultural diversity in Australia and New Zealand,
Woolworths has a cross cultural team. The organisation has a code of ethics in controlling
behaviour of the employees and showing respect towards multi-cultural expression, behaviour
and religious belief.
Challenges related to technology
The next challenge of letting a company to be employer of choice is technological
advancement. Deery and Jago (2015 asserts that the development of technology widens the
scope of business globalisation. Development of tools and technology is regarded as work
saving and time effective. On the other hand, it limits the employment of baby boomers. One of
the major influences of globalisation in business is technological innovation. Human resource
personnel within an organisation has responsibility to increase the productivity of employees
with minimum stress and effort. On the other hand, effective communication is mandatory to
boost up every employee individually for performance. In this purpose every organisation needs
to automate tools and technology of communication and sharing information. On the other hand,
an organisation needs effective human resource planning in order to monitor employee
performance technically. The use of technological advancement makes the process of sharing
information and accomplishing work fast and competitive. In such a technical work environment
for all the generations’ group of people it is not easy to sustain. Hence, it is argued that dealing
with age diversity is the major challenge of technological advancement (Festing & Schäfer,
2014). Except today’s generation, all the generation do not have adequate knowledge and
proficiency in order to perform work with upgraded electronic tools and system (Klettner, Clarke,
& Boersma, 2014). However, in the global word it is targeted to make the employment
accessible to every generational people. Hence, it is a high challenge to plan equity of
workforce for multigenerational employees. Ability to perform work matters a lot to the
employees in achieving respect and recognition at workplace. As baby boomers lacks to show

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the ability, they are discriminated at workplace (Rathi & Lee, 2015). Hence, in many
organisation human rights of multi-generational people cannot be equally maintained. It restricts
equal motivation for every generational employee.
Woolworths Limited has multigenerational employees. However, the human resource
personnel of that organisation ensures that every generational employee is treated equally with
respect. The organisation has a standard system for conducting training for every employee so
that they feel confident in performing work technically.
The differing needs & expectations of workforce spanning baby boomers to generation Y
Today’s organisation needs to focus on employing people who have good knowledge
and experience about dealing with new technology. The baby boomers have experience and
craftsmanship. However, they perform work in following backdated technology. Hence, with the
baby boomers for an organisation it is a challenge to maintain quality and quantity of
performance (Armstrong & Taylor, 2014). In order to fulfil these requirements, contemporary
organisation rely behind generation Y in terms of recruiting (Deery & Jago, 2015). It is because
people of this generation are passionate about applying new technology. On the other hand, the
people of this generation have positive vibes in terms reacting towards cultural diversity. It is the
reason, in order to accomplish workforce requirements, today's organisation prefer mostly to
recruit generation Y than Baby Boomers. Now, the question is who the generation Y are.
Generation Y are the current generation of the World. They have been born between 1980 to
1990 (Shields et al., 2015). Generation Y are the children of baby boomers. The people of
generation Y have excellent power of mind intelligence. Therefore, they are good in interacting
with people from diversified culture. It is also a facility to the contemporary organisations in
terms of expanding their business globally. Today’s generation have excellent creativity and
dynamic mind which are essential requirements in terms of doing job in multinational
companies. The people of generation Y has the best power of adaptability (Stone & Deadrick,
2015). Hence, these people are able to cope up with global work environment. A larger
percentage of workforce in young profession are represented by generation Y (Festing &
Schäfer, 2014). It is argued that for the bigger industries the workforce is represented by multi
generations. For the human resource managers in those organisation it is the most vital
challenge in managing multigenerational employees in a single platform for promoting their
performance on daily basis (Snell, Morris & Bohlander, 2015).
It is asserted that human resource practices are the mainstream in order to drive
an organisation in terms of fulfilling business mission, vision and objectives. Premium
responsibilities of human resource management are necessary to take into account in this

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reference. The responsibilities are - recruitment and selection, training and development,
employee motivation, performance development and communication management. Recruitment
and selection process of an organisation need to ensure that they hire the right people in terms
of representing workforce (Deery & Jago, 2015). In order to upgrade the whole organisational
performance, the human resource managers within an organisation need to follow the most
suitable strategy in terms of sharpening employee sills and performance on daily basis.
Employee training and development is relevant in this reference. Human resource managers
within an organisation need to have effective communication with the staffs. However, human
resource personnel lack to ensure execution of all these responsibilities properly in order to deal
with multicultural and multi-generational people. Armstrong and Taylor (2014) opines that the
people of generation y is not only motivated by money, in order to mould them an organisation
needs to provide a flexible work environment with flexible facilities and amenities. It is seen that
the generation y can give excellent dedication if they are well behaved by the managers. On the
other hand, for motivating baby boomers, an organisation requires to provide respect,
recognition, money and designation.
In Woolworths Limited, there are found employees of multi generations. However, it is
seen that generation y in Woolworths Limited has opposite attitudes towards the baby boomers
or older generations. However, human resource management in Woolworths is enough strict to
control the conflict between generation y and baby boomers.
Conclusion
This analysis enables to argue that effective human resource planning is essential to
tackle employee needs of different diversities. An organisation needs to have a standard human
resource practice to treat every employee equally. It is also affirmed that recruiting employees of
today’s generation is beneficial in terms of upgrading organisational performance on daily basis.
If an organisation has a multigenerational work environment, human resource practices needs
to be concerned in managing human rights of every employee irrespective of their age. It is
argued that ineffective recruitment and selection process within an organisation fails to ensure
constant growth in terms of fulfilling business mission, vision and objectives. Hereby it is
concluded that this paper will help human resource professional in understanding and making
strategy towards employee retention in the war of talent.

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