International Human Resource Management - Essay Example

?Running Head: International HRM International HRM [Institute’s EXECUTIVE SUMMARY The paper includes a discussion on the aspects in which organizations practice HRM and the issues arising after implementation of HRM. The paper includes major discussion on the issues pertinent to job satisfaction of employees, selection of employees on merit basis and uprightness of Human Resource Managers. In addition, the researcher has chosen to these issues to talk about because presently these issues are taking place in almost every organization some or the other way. Some employees are might satisfied from their job but they do not get performance appraisals, which become a reason for dissatisfaction. Moreover, discrimination and prejudice are also dominant these days, which take away the rights of deserving candidates and create a sense of hatred in them for the organization. Moreover, human resource management team should give prior importance to humans not work. Because many time HR managers consider their duty, as selecting the employees that become profitable for the organization but they forget about the profits of those individuals. TABLE OF CONTENTS EXECUTIVE SUMMARY 2 TABLE OF CONTENTS 3 THE INTRODUCTION ON IHRM 4 SOCIAL RESPONSIBILITY ISSUES THAT ARISE IN IHRM PRACTICES 5 Social Responsibilities of Enterprise 5 Social Responsibilities of Enterprise in IHRM 6 The Definition of Social Responsibilities in IHRM 6 The Aspects of Social Responsibilities in IHRM 7 Reasons for Social Responsibility Issues in IHRM 7 The Challenges and Measures for Social Responsibilities Issues in HRM 8 THE ETHICAL ISSUES THAT ARISE IN HRM PRACTICE 9 The Ethical Issues in Enterprise Human Resource Management 9 The Solution Methods of Ethics Issues in IHRM 9 CONCLUSION 10 REFERENCES 11 THE INTRODUCTION ON IHRM In modern organizations, there is always a constant change that one cannot ignore. New technologies replace old ones, working procedures acquire modification, rules, and regulations get variations as time passes and most importantly human resource does not even remain constant. In fact, humans are responsible for all the other changes taking place in the organization (Wilson, 2005). New staff gets in the organization with new and creative ideas moreover; old ones also change their beliefs, attitudes, and values as every other thing changes in the organization. Due to this constant change, many trends take place in the organization such as complexity of employment and hierarchy of managers and employees. There is an increase in the number of employees and size of workforce. Increment in size of workforce requires training to inculcate specialized skills in the employees. Moreover, management also needs a special kind of training that helps them make better managers so that they run the organization in a better way. One of its responsibilities is identifying the competitive employees and non-competitive employees of organization. All these trends possess great importance and every organization requires some individuals who manage the problems pertinent to human resource to increase the efficiency and effectiveness of the organization (Boxall & Purcell, 2003), the process of managing the human resource in known as Human Resource Management. If this management is taking place internationally to run an international business then it comes under the heading of International Human Resource Management. Currently, there is great need of effective IHRM because many organizations are working globally with branches and offices in many parts of the world. Effective IHRM decides the failure or success of any organization globally. SOCIAL RESPONSIBILITY ISSUES THAT ARISE IN IHRM PRACTICES Social responsibility issues that arise in IHRM practices are exploitation of employees, assigning the employees work, which they consider torture for themselves, firing employees for no reasons, giving priority to employees because of any personal relationship (Wood, 1999). Not listening to employees’ complaints and not giving them attention if they have any problem. At times HR managers do not arrange any training sessions for the employees, which are very necessary to make them fulfill the expectations of organizations. HR managers sometimes do not even listen to daily complaints of employees that become hurdles for them in completing their tasks. 1. 2. Social Responsibilities of Enterprise Social responsibilities of enterprise are the set of actions and decisions that have impacts on environment. The policies and working procedures of enterprises should contain the factors that contribute to sustainable development, health and welfare of the society (Cornelius, 2007). They should not harm the society at any cost and should not be the cause of illness or death of even a single individual. Organizations should remain very careful about its manufacturing and working procedures because currently organizations seem to have no concerns for human lives (Lawler, 1998). They should be in the favor of stakeholders and the organization should take into account the returns of stakeholders before making any decision. It should think about the people who have invested a huge amount of their income in the organization and what impacts will organizations decisions have on their money (Doz & Prahalad, 2006). These factors should not ignore the present law and order situation of the country and they should not go against the international customs of behavior. Social Responsibilities of Enterprise in IHRM The enterprises in IHRM have some social responsibilities that they have to perform in any case. Firstly they need to generate financial surpluses that they utilize for betterment of society and removing social issues. Secondly, there should be policies inside the enterprise that ensure the social responsibility towards the employees of the organization. Organizations should make its possible efforts to carry out the employment carefully with trust, confidence and consideration. Corporate lawyers should be more approachable to social issue and respond to them before their becoming legal issues (Harel & Tzafrir, 1999). The Definition of Social Responsibilities in IHRM Social responsibilities in IHRM are defined as health and safety standards for the employees of an organization. Way of managing the employees that is the way in which managers are treating the employees. It should be appropriate and according to the nature of employees. Adoption of change in a way that does not harm any of the employees or even if it harms, to provide cure is the responsibility of organization (Kalleberg, 2000). Management of natural resources and environmental impacts also possess great importance and organizations should take care of it. The extent to which organizations fulfil these responsibilities decides the non-discrimination degree and human rights protection degree of the organization. Other responsibilities consist of a clear code of conduct pertinent to communicating ethical standards and boundaries of the organization. Measuring, evaluating and reporting environmental and ethical impact and creating a sense of accountability in the organization. Ultimate responsibility is of staff training which might create a sense of ethical awareness in the firm (Huselid, 1995). This would provide employees with the freedom to decide the actions that they are going to perform to maintain ethical standards of the organization. The Aspects of Social Responsibilities in IHRM The aspects of social responsibilities in IHRM are selection of employees, placement of employees, total quality management, quality of working environment and performance appraisals. Firstly, the HRM team should consider their own selves responsible for selecting the best candidate for the organization for both the benefit of organization and the candidate (Guest, 1989). They should not make favouritism the criteria of selecting the employees for organization; they should purely select them on the basis of their qualification and skills. Moreover, the selected employees should get the jobs of their own calibre there should be no underemployment and over-employment in the organization. Total quality management ensures that there is quality in every product and every aspect; managers should make sure that every employee is contributing to create quality and they are not removing quality for the sake of earning some benefit. Working environment is one of the factors that decide the loyalty level of the employees working in any organization. If employees do not feel comfortable in the working environment they would not be able to give their best and contribute in the welfare of society (Lewis, 1995). Moreover, performance appraisals play major role in the success of any organization because it gives motivation to employees to work. Reasons for Social Responsibility Issues in IHRM Issues arise in fulfilling social responsibilities because people are not aware of the ethical norms and standards that organizations follow worldwide. Moreover, there is might a lack of knowledge about the latest technologies worldwide because of which miss communication takes place between managers and other members of the company. Some people are might not honest to their companies and therefore they take decisions in their own favour and for their own benefit rather than companies (Proctor, 2010). At times, issues take place because people do not give importance to human values and they give priority to material benefits ignoring the fact that organizations are running because of humans. Jealousy is one of the factors that stop managers from giving credit to the employees because they think that others would ultimately surpass them if they keep giving them appraisals and appreciations. The main reasons of occurring of issues are less importance for human values, lack of honesty and lack of sincerity for the organization. The Challenges and Measures for Social Responsibilities Issues in HRM The challenges for social responsibilities issues in IHRM are diversity in communication of different cultures, managing global knowledge and sustainability in local and global terms. The international and global multiplicity of IHRM makes it much more complicated to know how one organisational culture can be achieve besides whether its attainment is a pleasing goal. Knowledge management countenance both more opportunities and hindrances in the global environment (Ulrich, 1998). Some countries and cities hold an economical advantage deriving from their chronological development, well-known infrastructure, status and location advantages (Huselid, 1995). There are however also enormous opportunities for multinational corporations to utilize the extent and range of their knowledge resources (Schneider, 2006). The global financial system and local economies are in a continuous state of change and fluctuation. Even foremost policies, usual practices and global models of trading activity are altering with the likely downfall of the US dollar, which was before considered for 50 years as the most unswerving world currency. The world is experiencing a steady change with the balance of power at present towards the East and missing from the previous domination of Western superior countries. Some financial markets, business practices, social customs and values are congregating so that in some ways the world has become more standardized. THE ETHICAL ISSUES THAT ARISE IN HRM PRACTICE Some practices of HRM have created an unfair element in terms of some principal approaches such as strategies, rules and procedures for the management of employees, particularly within the context of developments of the companies. The developments include greater uncertainty and risk of losing the job that is less secure employments, deregulation of decision-making and demur in management uprightness (Wiseman, 2001). Under these approaches owners consider labours as purely contractual and discard and add labours in response to demands of market. The Ethical Issues in Enterprise Human Resource Management In some firms experiences of employees are far more chaotic; however, they also possess some positive experiences. There are more instances of high levels of staff earnings, emotional utilization of staff, and casual support from family members. This behaviour consistently emerges in organisations where HR policies are often under-developed and infrequently applied. Nevertheless, this is not the case in all the organizations in which HRM practices take place. Many HR managers do not only consider the profit of firm from the employees as their main concerns but also think about the comfort of employees (Schuler & MacMillan, 2006). They also give importance to the preferences of employees and ask for their feedback consistently. The Solution Methods of Ethics Issues in IHRM To resolve the ethical issues enterprises should make each member of the enterprise aware of the importance of ethics on their lives. If they always respect ethics and consider them as basic for living a peaceful life they will never face any disastrous situation (Zheng, 2011). This is the responsibility of whoever is superior of all in any organization to create a sense of honesty, uprightness and loyalty in every member of the organization so that no one tries to make any unethical act whether it is pertinent to product quality or customer service, employee management and behaviour of subordinates. CONCLUSION The conventional functions of Human Resource Management now need strategic directions towards increasing and supporting organizational potentials, through actions that go beyond the customary business activities such as economics, marketing, and non-customary activities, such as knowledge management. Human Resource Information System has great implication in every sector. It can play a fundamental role and help the communications process in the organization (Poole, 1999). Most prominently, organizations can employ and hold the top performers, improve efficiency and enhance job satisfaction of the employees. Human Resource Management has the responsibility to capitalize on efficiency and revenue, but in the rising scenario, the role of Human Resource manager is changing swiftly due to variations in government guidelines, labor legislations, and machinery (Houseman, 2001). The trends have taken place in the organization, human resource planning, job design, motivation, and recruitment and skill development and employee relations. Human Resource Management can face the challenges effectively if organizations implement proper strategies. Therefore, the role of Human Resource Management will be more momentous in future due to the rising scenario. REFERENCES Boxall, Peter, and John Purcell. “Strategy and Human Resource Management.” Industrial & Labor Relations Review, 2003: 145-146. Cornelius, Nelarine. “Corporate Social Responsibility and the Social Enterprise.” Journal of Business Ethics, 2007: 356-370. Doz, Yves, and C. K. 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