Essays on Approaches to Human Resources Training and Development Essay

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The paper “ Approaches to Human Resources Training and Development ” is a thoughtful variant of the essay on human resources. Human resource management is a widely used phrase in the business arena, but not conclusively defined. HRM refers to a laydown of principles built to enhance the achievement of goals as well as the interaction between the objectives of a business and employee performance. Human resource management (HRM) refers to the practice of managing human resources in a quest to improve employee performance in accordance with the objectives of the employer. Human resource management entails recruitment of the right people for a particular job, orienting, training, and managing their compensation model. An organization’ s competitiveness is squarely based on the efficiency of the work performed by employees especially so that globalization is currently being taken as a business tactic as companies compete for customers all over the world (Cascio, 2012).

Globalization has forced human resource practitioner’ s change their role in a firm from supportive to strategic so as to succeed in the new economy. Companies have increasingly expanded to other countries and as such, posing new challenges on the human resource management because they ought to manage the performance of employees from different countries, manage diverse cultures as well as cope with the legal structures in different parts of the world (Dowling, 2008).

The paper will concentrate on trying to understand the organizational human resource management through diversity management, culture, international performance management, and training and development. Diversity ManagementManagement of diversity refers to the process of planning and executing human resource management practices with the aim of maximizing the benefits of diversity while minimizing its disadvantages. There are different human resources management practices illustrated below that are used to manage diversity in multinational enterprises. Polycentrism – the management style here focuses on the culture and country in which the organization is operating, there is an emphasis on diversity and cultural independence.

The management style leads to weak organization units


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