Contact Us
Sign In / Sign Up for FREE
Go to advanced search...

Global Human Resource Management - Assignment Example

Comments (0) Cite this document
Instructor Date Global Human Resource Management Background of Union Nation Bank Union National Bank (UNB) is one of the most reputed and well-known domestic bank of Abu Dhabi established in the year of 1982. It came into limelight as a Public Joint Stock Company with its headquarters in Abu Dhabi…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.1% of users find it useful
Global Human Resource Management
Read TextPreview

Extract of sample "Global Human Resource Management"

Global Human Resource Management Background of Union Nation Bank Union National Bank (UNB) is one of the most reputed and well-known domestic bank of Abu Dhabi established in the year of 1982. It came into limelight as a Public Joint Stock Company with its headquarters in Abu Dhabi. In-spite of being located in Abu Dhabi, it operates successfully in about 56 other locations in the entire Arab Emirates. This is very praiseworthy news that amplified its brand image in the market. Apart from this, Union National Bank is that bank owned by the government of Abu Dhabi as well as Dubai. For this reason, trustworthiness of this bank has been increased to its customers and different types of customers became highly interested in attaining banking and financial services from this bank for a long period of time. Is the organization, local or global? Although, the Union National Bank is quite popular and reputed, still it operates within largely the markets of Abu Dhabi and also in United Arab Emirates. This means it operates within the local territory of Abu Dhabi majorly but not in global perspectives. Therefore, in-spite of its operations being local, the key financial indicators in the Income Statement of UNB increased with a significant rate in last three years as presented below. Thus, the graph shows a constant rise of profit margin, revenues and net income of the Union National Bank in the mentioned years and so it proved extremely beneficial for the bank to retain its sustainability in the market. It is mainly, due to its varied types of products and services such as consumer, agricultural, trade finances for small business or machines, corporate loans, securities brokerage services, along with custody services, and sponsoring Visa credit cards and many other brands. Therefore, due to such reasons, it attracts large number of new customers towards its branches. Differences of the HR of Union National Bank and other Global organization Human resource management is one of the most responsible and dependable activity among others within an organization because it helps in maintenance of the human resources or employees of the organization in an effective and controlled way so as to enhance the productivity and portfolio of the organization in the market among others. It is the human resource that helps in improvement of the profit margin and efficiency of the organization as well as the employees. Therefore, both the goals and objectives of the organization as well as the employees get fulfilled significantly (Hayton & et. al. 245). And as a result, the experienced employees retain within the organization for longer period of time resulting amplifying its reputation in the market. However, this might be possible only due to the presentation of certain activities such as planning, staffing, compensation, appraisals, performance evaluations, trainings, proper relationships within all, proper culture and uniformity. In-spite of these above mentioned points, the HR of an organization also includes varied other responsibilities that might help in motivating the employees towards their duties and work. And it widely varies from the organizations serving in global markets as compared to domestic ones. This is because, in case of global HRM, there remains functional heterogeneity, numerous types of risks, employees of diverse culture and creed, higher influence of external environment as well as functional activities. Therefore, the Hr present within the Union National Bank tackles the employees of the local place and also had to handle the functional activities and risks of the areas of United Arab Emirates and not of the entire globe. So, his is quite relieved from those HR individual tackling employees activities in global perspectives (Dowling 110). The prime responsibilities of the HR of Union National Bank are presented as below: Staffing- it is the process by which, an HR of the organization selects the employees as per their talents and expertise’s, for both present and future requirements Recruitment-it is the process of selecting employees for varied posts so as to fill-up the vacancies of the banks. Training and development- arrangement of varied types of training and development programs so as to increase the level of skills and talents of the employees. Performance appraisal- doing performance appraisals of the employees and presenting their incentives and salary hikes (Briscoe & et. al. 143). Compensation- presenting the salary cheques to the employees of each and every department of the organization. Improvement required in the responsibilities of Hr of Union National Bank The Hr of the Union National Bank is quite effective and tactful person and performing his duties in a successful way. All the activities mentioned above are exactly right for the employees so as to make them more responsible and dedicated towards their work. And this might also help them in enhancing their skills and talents. So, these duties are exact right for an Hr and for the organization as well (McCourt 234). But in order to enhance the level of performance of the employees, it’s essential to implement regulatory framework within the organization. This means, the employees might be transferred to certain other branches of the United Arab Emirates so that they might enhance their ways of work and responsibilities. Works Cited Briscoe, D. & et. al. “International Human Resource Management, 4E”. 2012. New York: Routledge. Print. Dowling, P. J. “International Human Resource Management: Managing people”.2008. London: Thomson Learning. Print. Hayton, J. & et. al. “Global Human Resource Management Casebook”. 2012. New York : Routledge. Print. McCourt, W. “Global Human Resource Management: Managing People”. 2003. London: GRIN Verlag. Print. Read More
Cite this document
  • APA
  • MLA
(“Global Human Resource Management Assignment Example | Topics and Well Written Essays - 750 words”, n.d.)
Global Human Resource Management Assignment Example | Topics and Well Written Essays - 750 words. Retrieved from
(Global Human Resource Management Assignment Example | Topics and Well Written Essays - 750 Words)
Global Human Resource Management Assignment Example | Topics and Well Written Essays - 750 Words.
“Global Human Resource Management Assignment Example | Topics and Well Written Essays - 750 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Global Human Resource Management

McDonalds global strategic of human resource management

.... At McDonald’s, learning is highly encouraged. From the setting up of Hamburger University to educate people in the food business, to welcoming students to work part time while offering them a suitable schedule to still accommodate their studies, the company has established its value for learning. Within each store, much learning and development ensue. Employees’ skills and potentials are maximized with effective motivational strategies. Aside from contributing to the improvement of employees, it also redounds to beneficial outcomes for the company. To management, their human resources are the company’s greatest wealth and are worth investing on. They see employees as the primary source of progress in terms of quality and productivity...
10 Pages(2500 words)Essay

Human Resource Management in Global Economy

...Human Resource Management The role of the Human Resource Management in today's global economy is ever changing with the rapid change in competitive market environment and the realisation that Human Resource Management must play a more strategic role in the success of any business enterprise. Business organisations that do not put importance on inviting and maintaining good employees may find themselves in terrible consequences, as their business competitors may be winning over them in the tactical employment of their employees (Chan, 2004). Business organisations must be more flexible in today's increasing competitive business environment. Moreover, they should be more adaptable, resilient, agile, and customer-focused to succeed...
10 Pages(2500 words)Essay

Global Human Resource Management

...Global Human Resource Management Question In this age of technological and digital innovation, maximum extent of the organizations desire to enhance their sustainability and reputation in the globe. However, in order to become successful in this age of competitiveness, the most effective or shortest route is coaching. This is because; it’s through coaching, by which an organization may amplify its prosperity and profitability in the market among others. However, implementation of the varied types of coaching session is mainly helpful for the department of sales in each and every organization as sales people act as the prime driving force of an organization. After production, it is the sales individual, who tries to sell the product...
4 Pages(1000 words)Assignment

Work-life Balance In the Global Human Resource Management

...Work-life Balance in the Global Human Resource Management Introduction Employees form the basic ‘crux’ of any organisations. Theirs’ physical and mental state has to be kept at optimal levels, not only for the success of the organisation but also for the wellbeing as well as success of the employees themselves. To keep their physical and mental state at optimal levels, employees with the support of their organisations need to strike a fine balance between their professional as well as their personal life. However, organisations and also employees themselves could focus more on professional side, thereby sidelining their personal side. Employees could be ‘forced’ by the organisations to make maximal or even stressful physical and mental...
10 Pages(2500 words)Coursework

Work-life Balance In The Global Human Resource Management

...Work-life Balance in the Global Human Resource Management Contents Introduction 3 Brief Analysis about the Case Studies and Identification of Issues regarding Work Life Balance 3 Understanding the Changing Nature of the Workplace and its Effect on Work-life Balance in a Global Context 5 The Range of Work-life Balance Initiatives and Flexible Working Practices 6 Analysis and Evaluation on the Key Features of Cultural Specificity and Variation across Countries and Regions in terms of Issues of Work-life Balance 9 Conclusion and Recommendation 9 Introduction Work life balance is a nothing but a concept which helps the employees to keep a proper balance between his work and his life style. Here work means the pressure and stress related...
10 Pages(2500 words)Coursework

Global Human Resource Management in the Aviation Industry

Airline leaders and managers must align their management practices especially HRM with the rapidly changing business environment.
With most accidents in the aviation industry occurring due to human error, special training programs that reduce human error and increase the effectiveness of employees in the industry such as flight crew attendants, aviation engineers and pilots. HRM should focus on crew management programs that improve operational performance, situational awareness and decision-making. HRM policies are necessary in designing training programs to enhance the performance and efficiency of employees in the aviation sector. Most airliners operate in a global environment across different continents. In this regard, man...
10 Pages(2500 words)Research Paper

Global Human Resource Management

... strategy (Fill & Baines, 2014) Discuss alternative staffing strategies that may be more appropriate if BMW used The BMW group should support in recruiting and employer branding. The company can do this specifically at its strategic partner universities. This move has a higherrr5rtrt possibility of creating a number of employer profiles on the career website of the universities. After creating the accounts, the group can regularly post positions and promotes the BMW image of the employer on the online career portals, for which the students are searching for employment. Findings Conclusion and recommendation Business globalization has had an important effect on human resource managemen. human resource manage across borders is very different...
8 Pages(2000 words)Essay

Global Human Resource Management of Royal Dutch Shell

...A Profound Understanding of Culture: Defining the Key to Global Human Resource Management of Royal Dutch Shell Strategic Human Resource Management Models Guest (1987 in Legge, 2005, p. 104) provides the following definition of human resource management (HRM): The main dimensions of HRM [involve] the goal of integration [i.e. if human resources can be integrated into strategic plans, if human resources policies cohere, if line managers have internalised the importance of human resources and this is reflected in their behaviour and if employees identify with the company, then the company’s strategic plans are likely to be more successfully implemented], the goal of employee commitment, the goal of flexibility / adaptability [i.e., organic...
10 Pages(2500 words)Assignment

Problems of Human Activities

A lion’s share of the industrial, cultural and academic leadership is made up of the baby boomers. The baby boomers also have the highest median household income in the United States of America. An undue burden is being placed by these baby boomers on their children’s economy. They are in a state of denial regarding their aging and death and thereby they do not plan for their retirement. Since there is a too rapid decline in population the immigrants help in maintaining the fertility rate and population of the country. This too leads to a plethora of problems. These immigrants sometimes do not join the mainstream of their adopted country and live in groups following their own culture and customs instead of assimilating...
7 Pages(1750 words)Term Paper

Implementing Schedule of Time Management

...Running head: PHASE 5 INDIVIDUAL PROJECT PHASE 5: Individual Project Affiliation October 2008 How often have you heard it said that planning is waste of time? No sooner is the plan completed than someone comes along to change it. These same naysayers would also argue that the plan, once completed is disregarded and merely put on the shelf so the team can get down to doing some real work. To people management, we mean the planning activity that involves deciding on the types of people in form of resources that are required to fulfill the requirements of the project. In other words the types of skills and number of workers we need to complete the project (kwysocki, 1997). Whenever we talk about the methods involved in the project management...
6 Pages(1500 words)Coursework

Change Management

... of these, management must go out of their way to deal with organizational resistance to change because even the most carefully laid out or well intentioned changes can still meet resistance. Subsequently, an organisation’s ability to gain benefits from their change efforts is largely affected by their ability to create environments that encourage support and acceptance from other members of the organization. (Coetsee, 2003) Definition and application of resistance to change Some authors assert that resistance to change my be defined as behaviour that human beings depict when they are attempting to protect themselves from the effects of change; these effects may be real or they may be imagined depending on the situation under consideration...
10 Pages(2500 words)Coursework

Diversity Management in Organisations

Diversity goes ahead of worker’s equity to cultivate office surroundings that value the dissimilarities and capitalizes on the latent of all workers, one that encourages worker’s inventiveness and innovativeness. (POLLITT, David, 2006)
Diversity management enables individuals to act upon up to their utmost potential as it emphasizes on modifying the company‘s ethnicity and infrastructure so that people may attain the peak output efficiency feasibly. Efficiently administration of diversity manoeuvres the “operating overheads and workforce attitudes, recruitment of human resources, sales and market share, creativity and innovation, group problem solving and productivity.” (POLLITT, David, 2006) In...
6 Pages(1500 words)Case Study

Information Security Management

Security is a group of activities that include the policies, measures, and actions which are utilized to stop unlawful access or alteration, theft, and physical damage to information or computer. Security can be supported by an assortment of techniques and tools to safeguard computer hardware, software communications networks, and data (Laudon & Laudon, 1999, p. 502). In the modern age of information technology, there are many threats happened for organizational information. We need a security model that has the ability to manage and secure our information reserves. Technical administrative safety /security measures like security plans, actions and techniques are the main practices for the organizational information security m...
10 Pages(2500 words)Research Paper

Universal Declaration of Human Rights

An assessment regarding the binding nature of the provisions of the UDHR was made in this work. The UDHR was instrumental in the development of international law, specifically the International Covenant on Civil and Political Rights (ICCPR) and the International Covenant on Economic, Social and Cultural Rights (ICESCR). Furthermore, the role of ICCPR and ICESCR, which derive from the UDHR were examined. This was done by referring to case law and the opinions of various authors. It also analyzed UN Charter provisions, such as the preamble, Article 1(3), 2, 13(1), 51, 55, 56, 62(2) and 68.3

This work arrived at conclusions, by establishing the binding nature of the UDHR on the member states. The UDHR was rendered binding...
8 Pages(2000 words)Case Study

People, Organisations and Management

Organizations and their management styles have evolved to a great extent in the service and manufacturing industry over the last century, and so have been the concepts of management and its functions. These evolutions can be traced to significant developments brought about by the industrial revolution, scientific management principles such as Taylorism and Fordism, transition of feudalistic to capitalistic approach and others in different sectors of manufacturing industries. However, the beginning of the industrial revolution was characterized by a rigid hierarchical bureaucratic way of organizing business enterprises, a style prevalent even today but only in military service organizations. Nevertheless, the manufacturing and busi...
8 Pages(2000 words)Assignment

Global Employee Information and Consultation: Replicating the European Model

...). CURRENT GLOBAL MECHANISMS The global initiatives of employee information and consultation started with the concept of ‘global social dialogue’ that involves framework agreements between individual multinational corporations and global union federations (International Labour Office). These frameworks have procedures in dealing with disputes that are not locally resolved. However, the implementation of these framework agreements is merely regulated by the management side and the global union federations, which would largely depend on their close collaboration (International Labour Office). In addition to that, Seifert claims that: The legal character of these international Framework Agreements is not easy to discern. Clearly...
9 Pages(2250 words)Coursework

Self Assessment: Conflict Management Style

...Please indicate Self Assessment: Conflict Management Style The assessment on conflict management that I took suggests that I am the type of person who tends to cooperate and work with people to achieve a desirable outcome. It suggests that when I am faced with a conflicting situation, although I listen and consider other viewpoints included in the discussion, I carefully evaluate and analyse every detail in accordance to my own. It depicts that I welcome other ideas or arguments but not easily swayed by them for I tend to make my point be heard and accepted as well, creating a really interesting discussion that in turn promotes a win-win situation. Furthermore, the assessment also indicated that second to collaborating attitude, I also...
7 Pages(1750 words)Essay

Management Theory and Practice in the Early Childhood Education Industry

As pointed out in a study by Osgood and Halsall (2007) where they carried out research to examine the position of women in leadership or management positions, a “glass ceiling” exists for women in the academic setting, which could significantly impair motivation. Since many of the individuals employed in the early education sector are women, addressing this issue is even more important because these individuals are faced with the difficult task of shaping young minds while also dealing with the problems associated with the actual physical care of very young children. The quality of professionals in this sector is vital because it impacts the growth and development of the children that they care for. The degree of invol...
6 Pages(1500 words)Coursework

Development of Global Managers: Impact upon Human Resource Management Practice

... Development of Global Managers – Impact upon Human Resource Management Practice The rapid pace of technological advancements is changing the traditional ways of managing business all over the world. In the era of globalization the concept of cross border and international business has become very popular (McNally and Parry, 2000). In this evolving situation, the business entities now require much more strategic approach towards their businesses in remain to remains stable and competitive around the world. The companies now need strategic capabilities in three major business areas including global scale efficiency, local responsiveness and capability of leveraging worldwide. The notion of global manager is not very new however it has...
7 Pages(1750 words)Research Paper

Global Competitiveness and Strategic Human Resource Management

...Global Competitiveness and Strategic Human Resource Management Businesses have strategies in various departments to achieve specific missions. One mission may be to improve in performance, or to beat a competitor in the market. One strategy can be; developing a consumer focused culture. One specific strategy within a business department should be compatible with the overall business strategy that will help it achieve its aim. The process of connecting a strategy to business management considers that specific management as strategic. Such is the case with strategic human resource management. It is all about the creation of a connection between human resources strategy and implementation, and the overall strategic aims of the business...
7 Pages(1750 words)Term Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Global Human Resource Management for FREE!

Contact Us