Advanced Research Methods - Dissertation Example

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The globalization of human resource management has enhanced the capacity of conventional HRM practices and HR professionals have to take care of employees from the home country as well as from diverse cultures and nationalities…
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Download file to see previous pages Companies are expanding operations in other nations and the increasing incidence of mergers, acquisitions and joint ventures have increased the challenges before organizations in terms of managing a diversified and cross cultural work force. For example, an American company shifting its manufacturing and marketing facilities in China will have to integrate organizational HR practices in keeping with the lifestyle and culture of the local population. Such situations can result in cross cultural conflicts that can adversely impact organizational culture and productivity. It is very difficult for American executives to adapt to Chinese culture and systems of working. Such circumstances create responsibility for the HR department to ensure that cross cultural relationships within the organization are cordial and positive so that the company functions smoothly. This proposal is about a quantitative research that will be carried out in the area of human resource management in an organization that is shifting its manufacturing facilities from the US to China in order to benefit from the accruing economies of scale, low costs of production and cheap availability of raw material. The proposal will outline the research strategy on how to deal effectively with the emerging issues of training a culturally diversified workforce. Introduction The study will address some major issues in terms of the extent to which a cross cultural training strategy can work positively in improving the company’s performance in China. In order to achieve this objective, exhaustive research will have to be carried out on how expatriates and local employees have to be dealt with. Initially the company will have to ask Americans or nationals from other countries to work in China because key positions in the company cannot be performed by Chinese nationals. The research will ascertain the merits and demerits if cross-cultural training modules and also ascertain the approaches that will work best in the given environment. Another objective will be to develop theories of efficient cross-cultural modules for global human resource personnel. HRM is widely acknowledged as a management resource that imbibes the maximum possible management actions and decisions that impact relationships amongst the organization and workers (Beer et al, 1986). It is the process that coordinates the organization’s human resources in meeting organizational objectives. Therefore, the job of HR professionals becomes quite complicated because all aspects of the firm and workers have to be encompassed. It is believed that the most significant asset of the organization is its people that assist in achieving its goals, and this comprises the core of the HRM philosophy. Human resources are the most important asset and are the major force that drives human resource management in any organization. Human resource personnel have to take care of areas such as professional development, compensation, benefits, performance evaluation, recruitment, health and safety, job design, job analysis, labor relations and management of a diverse work force (Lipiec, 2002). According to Schermerhorn (2002), there is global inter-dependence in the global economy in terms of resources and markets whereby every business thrives because of competition. Internationalization has led businesses to act and think globally in order to succeed in a competitive environment. Some theorists have viewed globalization as providing massive growth potential for both developed and developing ...Download file to see next pagesRead More
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