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Essays on Strategic Human Resource Management - Leadership Development, Cultural, Labour and Safety Differences, Language Barriers, Managing Demographics Literature review

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The paper “ Strategic Human Resource Management - Leadership Development, Cultural, Labour and Safety Differences, Language Barriers, Managing Demographics” is a thoughtful example of a literature review on human resources. Strategic human resource management (SHRM) refers to connecting the HR function with organizational tactical objectives in efforts to enhance performance. For a global organization to run smoothly, the strategies developed at different levels should inter-relate. The HRM practices and policies of an organization must match its business strategy in the competitive business environment as well as with the direct business conditions which are being faced by the organization.

The business strategy-human resources alignment cannot essentially be typified in the sequential and rational manner proposed by some authors. This is because; designing an HR system is an iterative and complex process. SHRM is intended to assist organizations to meet its employees’ needs while supporting the goals of the organization. Companies that try their best to meet their employees’ needs can promote a work setting favorable for productivity (Boselie, Dietz & Boon 2005, p. 67). This paper will discuss HR issues that should be considered by HR managers. HR issuesHollenbeck, Gerhart & Wright (2008, p. 11) maintain that the rapidly changing business environment implies that, the current HRM issues will continue evolving for the coming many years.

The HR function is central to the success of an organization and thus there is a need for HR managers to consider emerging HR issues in the business environment. After identifying the issues, the HR managers should then ensure that the HR function devises HR practices and policies which will help in effectively dealing with those issues. There are a number of issues that need to be considered. Leadership DevelopmentAccording to Holland, Sheehan & Donohue (2007, p. 102), leadership development is one of the biggest issues for the HR department because leadership development should be a vital strategic initiative.

HR specialists are expected to give important processes, tools, structures, and viewpoints in order to aid in the selection and development of the appropriate future leaders for the company. Across the world, leadership development is considered as a significant strategic initiative for making sure that the appropriate workers are retained and that the organizational culture backs up performance within the organization in order to enhance market position. Boudreau & Ramstad (2007, p. 66) further assert that leadership development helps in equipping managers appropriately for them to able to assume future leadership roles in order for the firm to be successful in the long run.

Therefore, the HR manager should ensure that the company’ s HR practices favor leadership development since it is responsible for the selection and recruitment of staff. Leaders in an organization need to be equipped with new knowledge and skills on a regular basis so as for them to be able to effectively manage the organization in the changing business setting.

Thus the HR function should develop leadership development and training programs.   Labour and safety differencesFrost (2006, p. 30) says that another HR issue that is mostly faced by multinational corporations is the varying rules and policies which are imposed in different countries in relation to the labor and safety of employees. In a number of countries, workplace safety standards differ from those in Australia, and workers may require particular training and equipment that is dissimilar from what an organization has in store.

In addition, employees’ protections differ greatly from one country to another. For example, in Germany, requesting employees to take part in a survey may be against the country’ s labor laws, while that is an ordinary business practice in Australia. Therefore, it is advisable for HR managers for multinational companies to get acquainted with the labor laws of the various countries that they are operating in or intend to venture in. This will help them to devise HR policies that are flexible and which can be changed to suit the laws in a given country.

An example of labor law relates to the minimum wage level which varies from one country to another. In such a case, the HR manager should ensure that the remuneration system of the organization is adjustable to suit the remuneration requirements of different countries (Dainty 2011, p. 58).

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