Effective HR Policies to Acquire Uniformity at University

This report delves into the significance of effective Human Resource (HR) policies in fostering uniformity within organizations. It emphasizes the crucial role of organizational culture, leadership approaches, and the impact of HR policies on employee behavior and commitment. The report examines various HR policies, including those related to employment equality, performance appraisal, and workplace conduct, highlighting the need for both uniformity and flexibility. It also addresses the challenges faced by multinational corporations (MNCs) in a global scenario, such as structuring compensation, managing expatriation and repatriation, and navigating cultural diversity. By considering these aspects, the report suggests that MNCs can operate globally with greater efficacy and consistency. The report references key academic sources and provides a comprehensive overview of the topic.

Running head: EFFECTIVE HR POLICIES TO ACQUIRE UNIFORMITY
EFFECTIVE HR POLICIES TO ACQUIRE UNIFORMITY
Name of Student
Name of the University
Author Note

1EFFECTIVE HR POLICIES TO ACQUIRE UNIFORMITY
Human Resource Management is the way of bringing people as well as the
organisation together to meet the needs of both. It is the part of the management, which is
concerned about the management of the human capital within an organisation to achieve the
organisational goals (Cascio 2015). Multiple aspects it requires to consider some are
followings.
Importance of Culture and Effective Leadership:
The forces or the important factors, which contributes to bring and establish the
uniformity among the employees, are the organisational culture, norms, policies as well as the
leadership approach. The shared, flexible, healthy, as well as safe organizational culture,
motivates and encourages the employees to be responsible and committed to the
organisational goals. The cooperative or collaborating and disciplined work culture plays a
pivotal role in bringing the uniformity among the employees from different demographics
(Abbasi and Zamani-Miandashti 2013).
The forces like, cultural norms, values, decision-making and the number of facilities
of the organization and the organizational learning or training procedure within the
organization as well as factors like the innovation, competition, planning for future, the
changes in laws or regulations of the country ensures the differentiation outside of the
organization necessitate the differentiation and the adaptability.
Variance in HR Policy:
The HR policies like, employment equality, performance appraisal system,
termination policies, health, safety and security policy, code of conduct, confidentiality,
leave, policy about discrimination and harassment are some of the important policies which
generally remain the same across the countries. The policies, which generally changes with
the region of operation used to include the compensation, training and development, The

2EFFECTIVE HR POLICIES TO ACQUIRE UNIFORMITY
policies related to behaviour, the process of recruitment and selection, workplace cultural
norms or the code of conduct and many others (Edwards, Marginson and Ferner 2013).
Policies Require Uniformity and Bring Flexibility:
The HR policies like, the procedure of grievance handling, establishing discipline,
the working culture, the code of conduct are the policies, which require the uniformity to
operate effectively. The collaboration and communication, the policy of shift timing as well
as scheduling the job location, option of job sharing and flexible timing are some of the HR
policies, which can ensure the flexibility with increased adaptability within the organisation.
Challenges of HR Policy in Global Scenario:
The HR aspects are more complicated in functioning globally than domestically. The
important challenges it generally faces are in structuring compensation. The MNCs requires
considering the tax rate as well as the salary structure and the economic growth within that
country to structure the pay scale with clarity. Apart from this, the packages for the
expatriates must be set that can motivate to relocate like happening in Toyota. It has to deal
with the problem of both expatriation and repatriation with effective training. The most vital
challenge in IHRM is managing cultural diversity (Kaur 2014). People from the different
country come with a different approach, for example, the people of U.S follows individualism
whereas people in China follow the norm of collectivism so the Chinese MNC must consider
this approach when operating in the U.S. There are other problems, like the different rules
and regulations to follow.
Considering all the above-mentioned important aspects during formulating the HR
policies as well as addressing the implied challenges or complicacies the MNCs will be able
to operate globally with efficacy and uniformity.

3EFFECTIVE HR POLICIES TO ACQUIRE UNIFORMITY
References
Abbasi, E. and Zamani-Miandashti, N., 2013. The role of transformational leadership,
organizational culture and organizational learning in improving the performance of Iranian
agricultural faculties. Higher Education, 66(4), pp.505-519.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Edwards, T., Marginson, P. and Ferner, A., 2013. Multinational Companies in Cross-National
Context: Integration, Differentiation, and the Interactions between MNCS and Nation States:
Introduction to a Special Issue of the ILRReview. ILR Review, 66(3), pp.547-587.
Kaur, S., 2014. Key challenges and trends faced by human resource managers. International
Journal of Management, 5(2), pp.36-41.
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