HRM Strategies: Enhancing Employee Skills and Cultural Sensitivity

This assignment delves into various aspects of Human Resource Management (HRM), emphasizing the importance of employee training and development for skill enhancement and organizational success. It addresses the significance of training programs in equipping employees with necessary skills and the financial investments companies make in this area. The assignment also highlights the challenges of cultural insensitivity in global expansions and recommends global training programs to foster cultural understanding among employees. Furthermore, it discusses the effectiveness of job rotation as a strategy for developing management trainees and identifying potential replacements for key personnel. Lastly, it touches upon the importance of establishing fixed working hours to promote work-life balance and employee well-being. Desklib provides access to this assignment and many other study resources for students.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Question no 1
Training is indeed a very important aspect of the companies for the skill development of
the employees. Many times the employees lack the qualities that they need to survive in the
industry (Ford, 2014). This is when they need to go through a training process. So, it is very
obvious that training is a very important process. The companies spend a lot of money for the
betterment of the skill capacity of the employees. The companies fix a good budget for the
training process. It has been seen from the researches that the companies spend a lot of money
around $150 million to provide the training to the new as well as the underperforming staff. The
companies stress on building a highly skilled workforce by providing the training and scope for
development (Ford, 2014)
Question no 2
The lost business is generally caused by the cultural insensitivity in the training programs
(Lynch, 2017). If the companies want to expand into other countries, they will need to recruit
local people as their employees to save the labor costs. The existing employees might get
involved in the cultural conflicts because of the clashes because of ethnicity and other issues.
The global managers need to practice the global training programs so they can increase the
cultural sensitivity among the employees belonging to the different cultures. The cultural issues
would be reflected in this training insensitivity (Lynch, 2017) It is recommended that the
international managers should engaged in the providing the training to people belonging from
different cultures so they can co-exist and build a proper working environment.

2HUMAN RESOURCE MANAGEMENT
Question no 3
Job rotation is indeed a very important process for the development of the new
management trainees and it is very effective for the human resource management. Job rotation is
the process in which the HR managers can put the different employees in different departments
where they can yield best results for the best results for the companies (Bučiūnienė &
Kazlauskaitė, 2012). This is one of the best strategies within the current business to find the best
suitable replacement for a highly skilled employee if he leaves for some reason. The best
employees could be found within the organization itself. The HR managers can surely execute
this job rotation process to increase the responsibilities of the employees within the organization.
The proper job rotation process would surely strengthen the organization’s stand in the industry.
This view can immediately be supported as it improves the organizational performance (Cascio,
2018).
Question no 4
The working hours in the offices should be focused on in the offices and employers can
try to fix the 8-5 timings in the offices. The employers must abide by the government policies
regarding the working hours in the offices (Landsbergis, Grzywacz & LaMontagne, 2014). If the
employers make a fixed rule for the working hours in the office the employees will be able to
make a habit to that and maintain a good work-life balance as well (Landsbergis, Grzywacz &
LaMontagne, 2014) These issues will surely help the employees to get familiar with the working
hours and they will be able to develop mindset by which they can complete their works within
the time and they can enjoy their family life as well after returning home in the evening.

3HUMAN RESOURCE MANAGEMENT
References
Bučiūnienė, I., & Kazlauskaitė, R. (2012). The linkage between HRM, CSR and performance
outcomes. Baltic Journal of Management, 7(1), 5-24.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Landsbergis, P. A., Grzywacz, J. G., & LaMontagne, A. D. (2014). Work organization, job
insecurity, and occupational health disparities. American journal of industrial
medicine, 57(5), 495-515.
Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace.
Routledge.