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Strategic problems facing HRM operating in multi-national companies - Essay Example

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The swiftly changing business scenario indicates that there are at present several human resource management problems which will carry on evolving in the upcoming times. HR departments actually have to be including genuine business value to their companies. Even though the…
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Strategic problems facing HRM operating in multi-national companies
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"Strategic problems facing HRM operating in multi-national companies"

Download file to see previous pages This paper will talk about the possible strategic problems faced HR managers while working in multinational organizations. The three key problems discussed here are ‘Compensation and Reward Systems’, ‘Training and Development’, and ‘Job Expectations and Motivation Policies’.
The symptoms are that HR departments are getting ready to take full advantage of their capital as well as staff when businesses need to progress. One of the most frequently talked about criticisms regarding HR is that several experts do not have the progressive thinking and strategic counseling focus considered necessary to be an successful business partner (Ulrich, 2013, p. 22). They do not use the time to know the business they sustain as well as concentrate additional on transactional HR activities that do not have the influence the business needs. HR managers have to be trusted consultants to the organizations as well as to the leaders they work with. They have to be effectual coaches and are responsive to their vital part as to successfully review workforce abilities and facilitate scheduling for potential requirements (Becker & Huselid, 2006, p. 899). HR should concentrate on turning into a trusted mentor to their business with the aim of give power to managers to drive better organizational performance.
Human resources departments are in front of major problems as their responsibilities turn out to be broader as well as more strategic in the recent times. HR is “more than a basic function” (Dowling et al, 2008, p. 32) that includes appointment, development and retention of workforce. It is a main factor in developing a workforce that focuses on the objectives of the business. With bigger significance comes bigger hindrances - according to a study by Shipton et al (2006), the major problems faced by HRM are compensation and reward systems; training and ...Download file to see next pagesRead More
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