Global Perspectives on Human Resource Management Challenges

This report delves into the future challenges faced by Human Resource Management (HRM) in international organizations, offering a reflective analysis of the author's personal perspectives. It examines critical issues like demographic shifts in both developed and developing countries, the impact of an aging workforce, and the rise of remote and cross-border teams facilitated by technological advancements. The report highlights the need for HR practitioners to adapt to changing workforce demographics, develop new skills, and manage virtual teams effectively. Furthermore, it emphasizes the significance of addressing challenges related to supply chain disruptions and corporate social responsibility in a globalized environment. The author concludes by expressing the need for further research to prepare for these future HRM challenges and their potential impact on career development.

Global Perspectives on Human
Resource Management
INSTITUTIONAL AFFILIATION(S)
STUDENT NAME

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INDIVIDUAL REFLECTIVE STATEMENT
International organisation’s growth strategies have a great influence over human
resource management with regards to decisions and mergers for entering into new markets.
To compete with international market share, such organisations enters new marketplace while
adopting diversified culture along with overcoming many hurdles. Human resource (HR)
practices have always demonstrated an effective way through which organisation’s practices
can be tailored according to host countries society, laws and culture. However, recently
challenges related to HRM have been seen increasing in international business which has
become a matter of concern by many organisations. These challenges have even impacted my
personal perspective towards HR practices of international organisations. Exploring
challenges that can be met by HR practitioners within next 10 years has become significant
for me so that I can get an insight about future demands regarding HRM. Since my career
development in HRM depends highly on HR practices in international organisations, meeting
professionally with uncertain challenges becomes more important. If future challenges are not
considered before handed, it can even slow down my career development in upcoming years.
According to a recent survey, one of the HRM challenges that might be faced by HR’s over
next 10 years can be due to demographic changes across developing and developed countries
(Economist Intelligence Unit Limited, 2018). These challenges put pressure on both the
private sector as well as the government to initiate and employ innovative solutions. Rapidly
changing populations as well as people with diverse cultures have predicted global force in
which people in future have to undertake temporary or part time jobs. International
organisation on the other hand has to adapt new variety of employees that can be accessed

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according to their skill and requirement. This challenge have bothered me the most as it
shows future risk related to work permanency that can even hold back my self-esteem.
Ageing population is a challenge that will continue to bring impact on organisation’s in future
years in which experienced employees will have to depart the work force leaving a leadership
annulled. Due to this challenge, people will have to work despite recognising workplace
challenges to earn for domestic needs and other social requirements. Due to impermanency in
work, benefits and pensions might become an obsolete strategy for employees which are also
a matter of consideration (Bradley, 2018). The role of HR will demand making incentive
structures in such a manner that keeps fewer commitments with older employees. Along with
it, being a HR practitioner, making access to new skill along with training old employees will
require adopting technological approach that may make existing employees feel less
comfortable than younger ones.
From past few years technology and communication processes such as mails, mobile phones
and internet have not only facilitated close contacts with distant clients but also allowed
international companies forming cross border teams. In simpler words, technology has
enabled expansion of international businesses that a company seeks. Enhanced ICT
infrastructure and increase in its usage will certainly expand the availability of talent for HR
managers and recruiters (Chambers, 2013). Challenges that lie here are competition in labour
market where many potential workers might participate. Among them, few may possess
adequate technical knowledge while others may lack them. Being a HR practitioner it will
become necessary to engage government along with community colleagues and other
universities for giving training to existing as well as new employees according to
technological changes. For an efficient HRM in international organisation, managers will
have to prioritise outcomes rather that productivity only for which cultivating performance
measures needs to be refurbished on regular basis (Kapoor, n.d.). This future challenge have

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infested in me the need of learning new technological methods along with various HR models
of managing and communicating with co workers.
Managing remote and cross border teams also seems to be an increasing challenge within
next 10 years for which HRM’s and international organisations are presently learning
methods to deal with them (Bisk, 2018). A survey showed that one third of virtual teams are
not managed properly as many practical obstacles are experienced while running a virtual
team. Time factor is one example in which international companies employees have to faces
challenges in maintaining suitable work time for communicating with each other in operating
countries. Without face to face communication, human interaction becomes less smooth and
social bonding also becomes very difficult. Here the role of HR becomes very significant as
they are entitled to integrate each department of organisation to bring efficiency in work
places. HR challenges can be predicted while managing global teams. They have to be more
involved in admitting and preparing for disruptive incidents like miscommunications and
recognising fraudsters with expertise (Wyman, 2016).
With regards to supply chain, HR may have to face challenges as natural disasters and
increasing global environment may hamper supply chain distribution systems of companies.
For this, HR practitioners will have to become more attuned with corporate social
responsibilities especially in international organisations. With increasing numbers in global
suppliers, subcontractors and distributors, HR managers needs to anticipate and understand
the types of risks that could bring impact in the organisational operations and company’s
image (Sierra-Cedar, Inc, 2015).
In summary, the above essay reflects the biggest challenges that can be faced by international
organisations with regards to HRM in future years. The study shows the need of predicting
future challenges so that the challenges can be undertaken with ease. The above future

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challenges have inspired me undertaking further research on challenges faced by human
resource management in 21st century. The challenges related to demographic, ageing,
managing global teams, affects of environment along with technological challenges have
been identified by me that can bring impact upon my career development. They can ruin my
morale along with reducing work productivity in future for which I need to prepare myself
for future in advanced behaviour. The domestic’s needs and common requirements along
with other benefits are required by employees and after analysing the future challenges in HR
practices, they seems to become difficult in attaining. If these benefits are not recognised, it is
probable that I will have to keep on educating about latest trends along with present work to
be in alignment with others.

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REFERENCES
Bisk, 2018. Human Resource Management Challenges. [Online] Available at:
https://www.villanovau.com/resources/hr/human-resource-management-challenges/
#.Wu1JPe-FPcs [Accessed 05 May 2018].
Bradley, J., 2018. International HR Issues. [Online] Available at:
http://smallbusiness.chron.com/international-hr-issues-61937.html [Accessed 05 May 2018].
Chambers, M.S., 2013. An Exploration into the Challenges Facing Practitioners of
International Human Resource Management: A Literature Review. [Online] Available at:
https://pdfs.semanticscholar.org/f29c/83cf26c7505432e3c83158dfbb5c32357369.pdf
[Accessed 05 May 2018].
Economist Intelligence Unit Limited, 2018. Challenges for human resource management and
global business strategy. [Online] Available at:
http://futurehrtrends.eiu.com/report-2014/challenges-human-resource-management/
[Accessed 05 May 2018].
Kapoor, B., n.d. Impact of Globalization on Human Resource Management. [Online]
Available at: http://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf [Accessed 05 May
2018].
Sierra-Cedar, Inc, 2015. Global Human Capital Management Best Practices. [Online]
Available at: http://www.oracle.com/us/sierra-cedar-global-hcm-bp-2704618.pdf [Accessed
05 May 2018].

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Wyman, O., 2016. What role for HR in 2020-2025? [Online] Available at:
http://www.oliverwyman.com/content/dam/oliver-wyman/global/en/2016/june/What%20role
%20for%20HR%20in%202020-2025.pdf [Accessed 05 May 2018].