Essays on International Human Resource Management Essay

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The paper "International Human Resource Management" is a great example of a management essay.   This paper will deal with the subject of human resource management. Across three sections it will describe a range of hard and soft goals that can be used, how these goals may be weighted or treated differently for ex-pat employees and local employees and lastly will give examples and applications regarding the above two sections. A goal is a projected state of affairs that a system or organization plans or intends to achieve. It is an organizational endpoint in some sort of development.

It is in essence the direction towards which effort is directed. Many organizations aim to achieve their goals within a finite duration of time by setting deadlines (Goldratt and Cox, 1992). Goals are utilized to model agents’ relationship and subsequently to connect organizational needs to system requirements (Wimmer, 2004). Most companies follow a mixture of hard and soft goals. A goal is classified as hard when the criterion for its achievement is clearly set out and sharply defined. Hard goals are based on the traditional measures of financial performance.

Soft goals are concerned with what the company wishes to achieve and where it wants to be as a social entity. As opposed to hard goals soft goals do not have clear cut specified criteria to decide whether the goal has been satisfied or not. For a soft goal, it is up to the original goal maker or an agreement between concerned agents to decide whether the goal has been achieved (Miltenburg, 2005). Soft goals can only be partially achieved. The kind of goals sought in a business strategy depends on the organization’ s internal capabilities and the opportunities and threats in its external environment.

Goals can be both short term as well as long term. Short term goals compel managers to make changes today and produce immediate results and show performance improvements. Long term goals on the other hand force managers to make changes today and for the company to improve and succeed in the future. However for a company to be successful, its goals must be consistent. Hard goals include financial goals, customer goals, operations goals, safety goals and employee goals.

References

Ainsworth, S (2009). Expatriate Programs. Chemical and Engineering News. Retrieved July 24, 2009. http://pubs.acs.org/cen/employment/87/8714employment.html

Blazey, M L (2004). nsights to Performance Excellence 2008: An Inside Look at the 2008 Baldrige Award Criteria. American Society for Qualit, 2004.

Carnegie Mellon (2008). 2008 Benefits Overview. Retrieved July 24, 2009. http://www.cmu.edu/hr/international/forms/INTbk08.pdf

Dowling, P & Welch, D E & Engle, A D (2008). International Human Resource Management: Managing People in a Multinational Context. Cengage Learning EMEA, 2008. p 1-19

Goldratt and Cox, (1992). The Goal: A Process of Ongoing Improvement. North River Press, 1992

Hosford-Dunn, H & Roeser, R J & Valente, M (2000). Audiology: Practice Management. Thieme, 2000. p 62,63

Max, D and Bacal, R (2004). Perfect Phrases for Setting Performance Goals: Hundreds of Ready-to-use Goals for Any Performance Plan or Review. McGraw-Hill Professional, 2004.

Miltenburg, J (2005). Manufacturing Strategy: How to Formulate and Implement a Winning Plan. Productivity Press, 2005. p 216, 217

Oddou, G R (1991). Managing Your Expatriates: hat Successful Firms Do. All Business website. Retrieved July 24, 2009. http://www.allbusiness.com/government/employment-regulations-foreign-employees/277795-1.html

Wimmer, M A (2004). Knowledge Management in Electronic Government: 5th IFIP International Working Conference. Springer, 2004. p 153

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