International and Comparative HRM - Essay Example

Nevertheless, the management department of human resource faces some critical challenges in managing people of different cultural orientation, races, language, different educational backgrounds and system of believes. Moreover, the human resource department deals with intergenerational people with varying competencies as well as orientations. Human resource management adopts various frameworks for their operations depending in the country, prevailing factors such as government policies, and social cultural frameworks among other considerations.

In particular, the human resource management within multinational corporations are the most hit by the dynamics that characterize the current world (Srivastava and Agarwa, 2012, 46-47). There is constant designing as well as implementation of policies geared to regulating the dynamics in this field within the different nations that the corporation operates. However, there are a whole range of potential strategic threats that the human management departments within Multinational Corporation are facing.

Moreover, the practices within the department of human resource have some similarities, which this paper will as well discuss. Over and above this analysis, this paper aims at evaluating some potential problems faced by human resource management while managing people. These are the problems that the roots are traced back to the concerned people. They may include corruption, mismanagement of a corporation’s fund, age difference as well as the other ethical matters that govern a society. Decision making by the MNCs are influenced by the international as well as the national guiding frameworks in political, social, economic as well as the technological contexts.

Multinational corporations consistently strive to unify the strategies adopted for dealing with the human resource within the different countries of operations. The major issues that are seen to adversely affect the efforts of the human resource management within the global perspective are the prevailing economic conditions and systems, political systems, legal systems, education systems as well as ethical (social-cultural) issues (Anyim, Ikemefuna and Mbah, 2011, 4) . A country’s economic system is seen to influence the human resource practices of multinationals in the way of training as well as hiring the personnel.

For instance, within the socialist countries, multinational find it rather easy to training and manage own employees as the systems advocate for free educations systems. The costs that are incurred on the matters of training employees in their respective areas of specialization are low. However, the case in capitalistic countries is quite different as the costs of training are very high owing to the already fixed systems of education. Literature reveals that there exists a critical problem within the management of the employees from the different backgrounds especially as regards to the wages as well as the salary packages.

Human resource management practices are also influenced by the legal systems that are in operation within the country of operation. Normally, the legal systems in existence within a country framework are derived from these cultures as well as the societal norms that do govern the people within the country. It is the responsibility