discussion

PLEASE READ DISCUSSIONS AND GIVE A SHORT RESPONSE. PLS DO NOT PUT DISCUSSION TOGETHER.

DISCUSSION 1
Many corporations have become fully influenced by globalization and the positive effects it has economically, socially, and culturally. HR management takes on more responsibilities as organizations globalize, one way that this happens is there will more than likely a growth in employees and support staff.  HR will take on the responsibilities of not only overseeing new hires and support staff for the organization of their home bases but also they will have to be sure that there is staff in the countries that they are now servicing.  Some of these responsibilities are: Assistance with visas, work permits, and housing will be required, as well as training in cultural issues and perhaps language acquisitions (Natter, 2018).  It will also be important for HR professionals to make sure that the organization promotes diversity and inclusion.  In order to harmonize the global operations successfully, it is necessary for the HR managers to focus on the balancing of the complementary forces, so that centralization and teamwork can be maximized in the organization (Alharthey,2018). Diversity and inclusion trainings are of great importance so that employees are educated on other cultures and are able to learn things such as how others may communicate in the workplace, professional etiquette of different cultures, and the environment in which they work in. It is    that professionals create a culture that promotes equality and fairness in hiring and promotion opportunities (Kokemuller, 2019).

Diversity and inclusion are vital to the success of an organization.  It is important that and organization that is globalizing and aligning themselves with others from different backgrounds and cultures, be sure that their diversity in their staff and that inclusion is of high importance.  Recruiters should constantly look at fresh, talented, and experienced candidates from a variety of backgrounds (BasuMallick, 2018).HRs role is to be sure that no one is being discriminated or hired against because of race, color, creed, religion, gender, or even sexual orientation. This is imperative for those organizations that are starting to globalize, because there will be a need for those of different backgrounds to help with the gain of capital within an organization.  HR management will be an important part of an organizations transaction with others in the world.  I think globalization gives HR employees new roles and tasks, and room to grow as a department. 

References

Alharthey, B. K. (2018). Review of globalization and importance of strategic human resource management. International Journal of Scientific Research and Management, 06(3), 230-235.

BasuMallick, C. (2018, December 18). Four Workplace Diversity Trends for 2019.

Kokemuller, N. (2019). The effect of globalization on HR.

Natter, E. (2018, July 8). Effects of globalization on human resources management.  (Links to an external site.) (Links to an external site.)Chron.

DISCUSSION 2

Globalization is an important process worldwide in all organizations, if they want to stay competitive in the market.  According to the video, Globalization explained, globalization, involves advances in technology that has created quicker possibilities for people in other countries to communicate and do business either by telephone, airplane and now the internet.  It has created an open-door opportunity for exchange of information and goods, which brings worldwide people together for better opportunities (Explainitychannel, 2013).  Current descriptions of globalization today in the workforce is hiring diverse individuals with high skills and talents.  Understanding the meaning of diversity and incorporating diversity in the workplace to have a variety of talent and skills can help an organization stay competitive in the workforce.  Diversity in the workplace also gives companies the opportunity to ensure a head start on identifying new trends by having a workforce which is representative of its customers and it acts as a key motivating factor for staff, reducing absenteeism and low productivity levels by creating an inclusive environment that values diversity (Changeboard, 2010). In addition, globalization also affects organizations that have headquarters in other countries to gain investments to increase profit.  Understanding and respecting the culture in foreign market is important to understand and follow in order to stay align with business strategies and business goals in foreign markets.

Assess the HR discipline within the context of a global future.

HR discipline within the context of a global future is the organizations ways of aligning the organization strategies, business goals and following the rules and regulation of foreign countries cultural beliefs, laws, and trade agreements.  The approach HR leaders use to determine strategy and design must consider the relative importance of maintaining consistent principles and adapting to local culture (Razi, 2006). This is an important act to follow in order to stay in business in foreign markets. Hiring the right people with the right skills and talents is crucial in international markets, because those people have to be engaged and be motivated to produce results in order for the organization to be competitive in the market.  Foreign employees have to understand the organizations strategies and branding.  Therefore, recruiting and selection would have to align with the foreign culture and beliefs and the organization would have to make sure they have local strategies in place that will attract individuals in varies countries to work in organizations that are not their local business.  HR will have to cater to the population based on the countries influences and beliefs.

Describe two influences of globalization in the HR organization.

One influence of globalization in HR organizations is the communication approach between people of different cultures in international markets.  Communication may be different in the way people relate to each other, connect and share information.  Understanding others people body language, eye contact and tone of voice is important.  For example, in American culture its ok to look at people in the eye when speaking to them but in other cultures it may be disrespectful and frowned upon.  Knowing how communicate effectively with other cultures can an advantage to the organization for business.  Secondly, understanding and being knowledgeable about cultural differences when it comes to doing business in other countries for example, knowing the market, the consumers, the products that will generate capital and the laws and regulations in order to be competitive in international markets.  These influences all play an important role in globalization in the HR organizations that will need to be researched.

Explain the influence diversity and inclusion play in the success of an organization. Also, include how you think globalization will impact the field of HR.  Please provide at least two examples.

Diversity and inclusion are crucial in an organization in order for the organization to be competitive and be successful in the market.  This is also important if the organization does business in foreign markets where culture, culture beliefs and work ethics are different.  Having diversity in an organization, opens doors to many different and new ideas from different peoples perspectives. This creates creativity that brings in collaboration amongst individuals in which expands the mind into developing better ideas as a group. Diversity of thinking is powerful for three reasons.  First, it helps create a stronger and broader narrative about the case for diversity, one in which everyone feels relevant and part of a shared goal.  Second, it more accurately reflects peoples intersectional complexity instead of focusing on only one specific aspect of social or demographic identity.  Third, a focus on cognitive diversity recognizes that demographic equality -rather than being its own end-is useful as a visible indicator of progression toward diversity of thinking (Bourke, J. & Dillion, B.,2018).  Having inclusion in an organization is a positive concept because it makes employees feel valued and appreciated in the organization, which can help boost morale and motivate employees to be productive.  Inclusion also builds a good working relationship with other coworkers which in return creates a connection between all employees and produces positive feedback on work ideas.

I think globalization will impact the field of HR in the future with new technology and doing business in international markets.  I think it will be crucial for HR to recruit and hire individuals with high talent in areas like data analyst and assist with training other individuals in order to stay competitive.  HR will need to be more connected when it comes recruiting and hiring diverse individuals in other parts of the country.  Being knowledgeable about the culture, beliefs and work ethics in other countries will be important to retain employees to work and remain productive.

Reference:

Bourke, J. & Dillion, B. (2018, January 22). The diversity and inclusion revolution – eight powerful truths. Deloitte Review (22).

Changeboard (2010, May 10). Diversity in the workplace – what’s the role of HR?

Explainitychannel. (2013, July 11). Globalization explained (explainity explainer video) [Video]. YouTube.

Razi, N. (2006). Employing O.D. strategies in the globalization of HR. Organization Development Journal, 24(4), 62-68

DISCUSSION 3 ( AFTER READING THIS DISCUSSION PLEASE ANSWER THE QUESTION BELOW.

Corporations can change as enterprises become more global, the capacity to establish and maintain a multinational workplace, often in areas that they have not historically served. Numerous firms would see their international influence move eastward as they seek prospects in emerging economies for rapid expansion. Businesses require HR skills better to readjust their skilled workers with their increasing worldwide influence to succeed in this modern climate. They must also develop an operating strategy to excel in international and management positions (Geller, 2020). Enhanced national mobility initiatives that allow effective and easy travel of employees among worlds involve vital skills; streamlined and replicable HR procedures and practices for expanding into new markets; including limits to growth structures that use contracting, contract jobs, and trade relationships to increase flexibility and agility.

Many successful market leaders recognize that it is important for business success and development to have the requisite expertise. But which can be a considerable opportunity to implement that intuition into motion, particularly among the changing field of talent. Employment is migrating across the globe from developed markets whereby expertise is pricey and limited to developing markets because expertise is cheaper and more accessible (Geller, 2020). This structural transition allows organizations to start creating innovative HR skills to handle a talent development distribution network, much as production. Businesses now have to know how to develop a complex commodity production process. Population changes are currently having a major effect on talent at all ends of the age continuum. Many firms are already facing a mass migration of aging boomers, even though they are trying to cope with both the surge of millennial people having diverse desires, abilities, and aspirations than their predecessors.

In fields, including leadership growth, workforce training, policy coordination, and workplace diversity, this evolving workplace needs new talent acquisition skills (Friedman, 2007). Globalization affects companies that market for consumers with high efficiency, pricing, and expense requirements. Globalization often focuses on Human Resource Management (HRM) role in changing and bringing significant importance to growing company requirements.

Friedman, B. A. (2007). Globalization implications for human resource management roles. Employee Responsibilities and Rights Journal, 19(3), 157-171.

Geller, J. (2020). Global Business Driven HR Transformation. Retrieved 21 October 2020, from https://www2.deloitte.com/content/dam/Deloitte/de/Documents/human-capital/global-business-driven-hr-transformation.pdf

QUESTION: 
What are some negative outcomes of increasing diversity, and given the inevitability of increasing diversity, what can organizations do to reduce these negative outcomes? Please elaborate.

 

You can place an order similar to this with us. You are assured of an authentic custom paper delivered within the given deadline besides our 24/7 customer support all through.

 

[order_calculator]