Discussion Week 7 - Essay Example

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There are four significant factors that affect human resources management in the international markets namely culture, education-human capital, the political-legal system and the economic system. Culture can be considered as the most important factor in the…
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Discussion Week 7
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Human Resources Management Week 7 Human Resources Management Week 7 Question There are four significant factors that affect human resources management in the international markets namely culture, education-human capital, the political-legal system and the economic system. Culture can be considered as the most important factor in the management of human resources in the international market since all the other factors are closely related to culture. It can be considered that culture and norms dictates the education, political-legal system and the economic system of the nation wherein the company is operating thus it is of utmost important to prioritize the in depth study of the local culture. Another importance of culture is the fact that it defines the first hand experience of workers brought in by the company as well as the local workers work ethics, thus, it can determine the effectiveness of the HRM methods and structures that is used (Sims, 2007).
Question 2. Aspects of cross cultural training for as employee going overseas is essential on the adjustment of the personnel in the host country and prevent culture shock and failure. These aspects include the individual dimensions such as psychological barriers to adjustment in a foreign country which can be overcome by motivating the employee and providing coping strategies. Finding compatibility or matching personal expatriate to the characteristics of the host culture is also important which can be done by increasing the knowledge of the culture and norms, thus making the employee feel more at home in a foreign country. Language proficiency is one of the most important aspects in cross cultural training especially in a non-English speaking nation with different form of writing. There are also situational dimensions such as for going home, and even for different situations such as emergencies. These aspects as well as country-specific dimensions determine the success of the employee in coping and working in an international assignment (Carr, 2010).
Question 3. Four different approaches to bargaining are the collective bargaining, integrative bargaining, cooperative bargaining and win-win bargaining. Collective bargaining is the process wherein the workforce negotiates terms of employment to the employer commonly through unions. Examples included for collective agreements are health benefits, safety policies, and salary increases. Integrative bargaining involves issues for growth of the company or organization which in the long run can bring about benefits to both parties. An example of this approach is modernizing production lines or upgrading record systems which can improve efficiency while making the work of the employees easier. Cooperative bargaining is the process wherein there is cooperation in achieving a goal which can be exemplified in a family with individually working members. It can then be compared to a company with stand-alone yet cooperating units. The win-win approach is bargaining wherein one side is pro-actively offering a scenario wherein both can perceive being benefited. This can be related to the integrative bargaining wherein both parties are in need of the action to improve
Carr, S. C. (2010). The Psychology of Global Mobility. Springer.
Sharp, W.L. (2012). Winning at Collective Bargaining: Strategies Everyone Can Live With. R&L Education.
Sims, R.R. (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities. IAP. Read More
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