The paper 'Human Resource Management Policies and Globalization in Australia' is a great example of a Management Case Study. The increasing connections and reliance on the world’ s social and economic structures have made it critical to evaluate human interaction within these respective structures in order to respond to the changes and trends. In the recent past, the growth of new markets such as Russia and China and increased globalization has created the need for studies in international human resource management (Cullen, 2013). The main objective repeatedly falls under the need to comparatively comprehend human resource management in regional, national, and international organizations.
It is evident that effective human resource management results in tremendous organizational performance. The need therefore to continuously improve on the management of human resources is largely influenced by globalization (Cullen, 2013). In retro respect, this paper seeks to discuss human resource policies and practices and globalization then effectively relate to its impact on Australia as a country. The following section thus discusses globalization and its impact on human resource management. Human resource management and globalization With the world becoming a smaller place because of globalization, human resource management has had to respond adequately to conform to global trends.
Globalization involves the integration of companies’ operations, processes and services into different and diverse cultures, products, services, and ideas (Baylis, 2013). Due to the emphasis of globalization on diversity, the impact is felt within organizations especially in the management of their employees. The comprehension of the effects of globalization on human resources is vital in aiding managers to act better in handling their organizations in the dynamic global business environment. The effect of globalization is such that different companies currently interact with clients and customers from diverse backgrounds, languages, and cultures.
The need to satisfy these customers and equally maintain their loyalty has led managers to recruit diversely as they recognize the importance of having staff member to whom their customers can relate to in a better way and additionally increase the intellectual input to the organization on their customers (Baylis, 2013). The increase in the need for professional development among organizational employees has resulted in institutions providing their employees with opportunities to advance and achieve their various career objectives (Robbins et al, 2013).
The wide array of skills and competence that these employees acquire benefits the organizations enormously, given the nature of education that is equally dynamic and evolved in recent times. Globalization has additionally created a greater emphasis on the need to train employees on professionalism and other skills needed to provide better services to their clientele (Peng, 2013). Basing on the diversity of employees, organizations with staff from different backgrounds and cultures stand to better profit from training their employees based on firsthand knowledge from their colleagues.
Another imperative effect of globalization is the need to manage and apply the laws of different regions on a particular business. Local and regional laws of a country would not apply the same way to multinational corporations thus eliciting the need to manage laws across various jurisdictions (Habermas, 2015). As a result of this, different countries have affected laws that apply to organizations that operate from different local regions, states, or countries. The following section will address the human resource practices and policies in Australia and how they have been influenced by global trends.
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