Contemporary organizations have acknowledged the crucial importance of people as a vital resource needed for the accomplishment of goals. As the drivers of organizational success, human resources need to be managed: planned, organized, directed, maintained and controlled. …
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In examining the role that human resources management (HRM) plays in different organizations, one needs to take a closer look at diverse factors that affect its functioning. In this regard, the report aims to explain and illustrate how aspects of the external and organisational context impact upon human resource management policies and practices in one or more organisations.
To achieve the defined objective, one would look into HRM policies and practices of one of the most successful and visible multinational organizations with global span is Exxon Mobile Corporation. Its global reach extends to areas such as North and South America, Europe, Africa and Middle East, and the Asia Pacific Region (ExxonMobil n.d.). The paper would hereby provide a brief organizational profile prior to delving into highlights of its HRM policies and practices. Finally, the discourse would determine factors from both the internal and external environment impact on HRM policies and practices, as required.
Exxon Mobil is one of the world’s largest renowned publicly traded oil and gas corporation whose roots could be traced more than 125 years ago (ExxonMobil: History, n.d.). With extensive scope of global operations, Exxon Mobil has been guided by the clearly defined principles expected of their stakeholders: shareholders (to enhance the investment entrusted to the organization); customers (to ensure satisfaction of changing preferences and needs); customers (to support, sustain and maintain highly qualified and competent pool of human resources); and community (to be socially responsible and adhere to ethical and moral standards) (ExxonMobil: Guiding Principles, n.d.). As entrusted to management by various stakeholders the successful steering of the organization, they are “committed to being the world's premier petroleum and petrochemical company. To that end, we must continuously achieve superior financial and operating results while simultaneously adhering to high ethical standards” (ExxonMobil: Guiding Principles, n.d, par. 1). HRM Policies and Practices Like any other global organizations, ExxonMobil acknowledges their human resources as their greatest asset. In all global sites, ExxonMobil encourages diversity and inclusion as the key competitive strengths that provide the framework for implementing various functions of HRM. Through the message relayed by ExxonMobil’s Chairman and CEO, Rex W. Tillerson, the backbone of HRM policies and practices is sourced from this statement, to wit: “To ensure that we continually leverage the strengths of this diverse workforce, we foster a work environment that treats all employees with respect, values unique perspectives, encourages individual growth and achievement, and rewards people based on their performance. Wherever we do business, our objective is to seek out and hire talented, dedicated employees from all walks of life and give them the opportunity to learn, grow and succeed” ( (ExxonMobil, n.d., p. 1). More explicitly stated, the disclosed message has been incorporated in the organization’s HRM policies particularly focusing on: Equal Employment Opportunity Policy, Harassment in the Workplace Policy, Procedures and Open Door Communication Policy, and an Ethics Policy that govern all actions and behavior of all personnel. These policies are contained in their Standards of Business Conduct (SBC) (2006) that could be easily viewed and accessed in the organization’s official website (ExxonMobil: SBC 2006). 1. Recruiting The primary source of ExxonMobil in hiring and recruiting new personnel is through their affiliated educational partners and universities
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