Strategic Human Resource Management
Original response
Strategic Human Resources Management (SHRM) standards are the strategies used to manage employees to help achieve the company’s goals. When going global, the selection and placement should be based on a balanced scorecard, which will help remain consistent with the foreign country’s employment laws (Principles of Management, 2015). The job designs for the employees should ensure that it is by the functions that need to be achieved. The compensation and the rewards should be done based on employee performance tracking. In diversity management, the company should adopt diversity and inclusion in the workplace, allowing it to attract a vast pool of qualified employees.
These Workforce Scorecards help determine if the selected employees are fit to work in a foreign country. While going global, managers would ensure they are aware of the multicultural issues in the global workplace (Principles of Management, 2015). They should also learn about the host countries’ ethical dilemmas and identify strategies to overcome them. Using the Workforce Scorecard will allow the managers to understand the employees’ competencies, leadership skills, workforce success mindset, and culture.
References
Principles of Management (2015). 16.8 Tying It All Together—Using the HR Balanced Scorecard to Gauge and Manage Human Capital, Including Your Own
Respond to theee class mates
1. This is an insightful analysis of how Strategic Human Resources Management (SHRM) can be pivotal in achieving corporate objectives, especially in a global context. I particularly appreciate the emphasis on using a balanced scorecard for selection and placement processes, ensuring compliance with local employment laws, and fostering a diverse and inclusive work environment. The point on Workforce Scorecards being instrumental in evaluating employees’ fit for international roles highlights the importance of a comprehensive understanding of cultural nuances and ethical standards abroad. It’s fascinating how these strategies not only facilitate smooth operations in foreign territories but also contribute to building a resilient and adaptive organizational culture. Your mention of the significance of managing diversity effectively resonates with me, considering the diverse nature of the global workplace today. It’s clear that SHRM, when executed thoughtfully, can significantly impact a company’s global success. Thanks for sharing.
2.Adding to your post, when an organization decides to expand its operations to foreign countries, it is important to consider the cultural norms and practices of the host country. Adapting to these cultural norms is crucial in order to avoid any negative reactions from the public and to ensure the success of the company’s operations in the host country. However, adapting to a new environment is not always easy, and companies may face several challenges during their initial stages in a new country.
One example of a company that faced challenges in a new country is Google, which pulled its business in China due to its actions that were deemed offensive by the Chinese government and the public. Therefore, it is essential to take proactive measures and avoid engaging in any activities that may potentially upset the government and the public.
When operating in a foreign country, SHRM should consider selecting the right employees for different roles within the company as a critical factor. Toyota, for instance, has found that hiring local employees to manage their businesses in the host country is beneficial and leads to the company’s success in its operations there. The company does not hire employees directly as full-time but instead brings them in as temporary workers and converts them to Toyota employees after a year or so. This process ensures that these individuals are adequately trained, prepared, and have a good understanding of the company’s culture, values, and expectations. As a result, Toyota is effectively able to manage its operations in different countries and achieve success in its global endeavors. This is also the reason for its success here in the US.
3. If my company were to branch out of the United States and follow my CEO’s suggestion of putting in writing our organization’s ethical standards it would be essential to have a strategic Human Resources management (SHRM) approach. This will help our organization attract the proper employees and is an important approach for any company to have especially when wanting to expand at an international level. It would be important to implement fair selection processes that eliminate biases to create a more diverse and equal workplace. As for job design, it would be vital to highlight that the jobs at our company prioritize the well-being of our employees as well as our mission. Make sure to include thorough job descriptions and expectations for the roles to be more defined and workload is then understood. It would also be essential to include the compensation and benefits and how that is structured. As I currently am in the process of interviewing with companies and receiving offers, I need to remember that interviews go both ways and something I have noticed is that I have been leaning towards companies with more clearly defined compensation/benefits/rewards packages or with accessible information. As for diversity management, actively promoting diversity is important throughout a company to create an enhanced culture of innovation, respect, creativity, and acceptance, and these are also critical factors when going into the global marketplace. To determine if these standards would fit every country that my organization would wish to do business with, taking a thorough approach would be necessary. Thoroughly considering legal elements such as labor laws and also cultural practices and norms in the considerable target countries would be necessary. Continuously monitoring, training, receiving feedback, and adapting to the different and changing dynamics in the desired countries would have to be a priority of the dedicated departments as well.
Collepals.com Plagiarism Free Papers
Are you looking for custom essay writing service or even dissertation writing services? Just request for our write my paper service, and we'll match you with the best essay writer in your subject! With an exceptional team of professional academic experts in a wide range of subjects, we can guarantee you an unrivaled quality of custom-written papers.
Get ZERO PLAGIARISM, HUMAN WRITTEN ESSAYS
Why Hire Collepals.com writers to do your paper?
Quality- We are experienced and have access to ample research materials.
We write plagiarism Free Content
Confidential- We never share or sell your personal information to third parties.
Support-Chat with us today! We are always waiting to answer all your questions.
