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The increasing relevance of globalisation is influenced by numerous factors including talent shortage in developed countries, low cost labour accessibility and technological development. The aim of the study is to draw attention to the key issues relating to the global management of people, significance of human resources management in international organizations, globalisation leading to convergence in human resource management practice and the human resource impact relating to various changes (Paik, Chow and Vance, 2011). The objective is to conduct an in-depth study on globalisation and its impact on human resource management and then derive a conclusion to the study.
In the developing countries, globalization has a giant impact on the human resource management (Rowley and Benson, 2002). It has led to unionisation and homogenization of the strategies of an organization. It led to the convergence in the structures and processes of an organization as well as in the consumer’s choice. In the increasing stage of globalization, the organizations felt the need to change and the new trends came into existence in the management of the human resources. Globalisation resulted in changing the organizational structure improving competence but the negative result is that the staff numbers had to be reduced (Edwards and Kuruvilla, 2005). The employees have been minimised in various sectors such as telecommunications so that the organizations can gain a competitive advantage. The human resource planning strategy is focussed on having limited workforce in the core areas which enabled the organization run profitably. The organizations outsourced for the noncore jobs which led to increase in independent contractors in the service industry. Globalisation hence can be said to have an extraordinary impact on the developing countries
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