MN7181 - People and Organizations- Blog 8 (The Global Context for HRM) - Globalization, Technology and HRM

-
Globalization, Technology and HRM


Globalization is a common and popular word that has been in any platform back in few years from now on. Be it business, religion, social matters, employment, culture, technology or any other it seems globalization has been able to be a factor of influence, rather a driver.

According to   Armstrong (2006) as cited by Ulrich (1998) Globalization has been mentioned as a factor that compromises of the new capabilities that HR has been able to build. There, Globalization on HR aspect is mentioned as a requirement in an organization to move people, ideas, products and information to the world in order to match the local requirements and needs.

As per Al-Rodhan (2006) as cited by Anthony McGrew’s elaboration of this concept illustrates this point as “globalization is a process which generates flows and connections, not simply across nation-states and national territorial boundaries, but between global regions, continents and civilizations. This invites a definition of globalization as: ‘an historical process which engenders a significant shift in the spatial reach of networks and systems of social relations to transcontinental or interregional patterns of human organization, activity and the exercise of power.’’


As Google (2015) in an article that is discussed on the Four Key Elements of Successful Global Content Strategy for launching new brands- in the globalized situations as at today, mentions with the global context today, the business approach which was “good enough” is nor more valid, and for a brand to be successful, the effort to move beyond the normal is required. And they have identified four elements such as Understanding the customer expectation and catering to the demand, Context, Cultural Sensitivity, Resonate – ability on tough balance of the product that is launched as what is accepted in a one country can be offensive in another. These points discuss the globalization has affected the business, brands and the quick adjustment to the change needs to be adopted in order a business to be successful.

In the above note, in my point of view, it proves the HRM also needs to be aligned to the demands of the globalization, as managing the culture , managing the employees , training for the changes needs to be looked at , which is the challenge resulted in the global context for HRM.


It is explained by Petinger (2017) in the costs and benefits of globalization – The free movement of labor as a benefit of globalization. It is explained increased labor migration gives advantages to both workers and recipient countries. Where a country involve with high unemployment, the opportunities are high to transfer to another country for employment seeking. It is also mentioned this process of labor migration also supports decrease geographical inequality.



Figure 1: (Petinger, 2017)  - describes the impacts of the globalization, and it is visible HR has a bigger role related to labor mobility as well as managing unemployment. Resulting, it is mentioned in the above article that some countries also may face the challenge of labor drain, as the locals may attract outside the country for higher benefits and salary.


To conclude, the development of the Technology is a major foundation to globalization. The Technology has been penetrated to business, job designs, and AI (Artificial intelligence) also being widely used as a result of the development of the technology, having being bringing up a threat to the employees. That is where the HRM needs to play he biggest role to balance and utilize the Human and the Technology to its best.


As Nair (2018) explains to the above matter as “In the context of HR, the focus should be on how to go about implementing AI and what capabilities are needed to do it effectively. What is the role of the HR leadership in this journey? HR is a unique position to help organizations to go through this journey and those HR professional who can unlearn and learn, will definitely be creating the benchmark for others”

Works Cited

Google. (2015, October 27). Retrieved 09 17, 2018, from Smartling: https://www.smartling.com/blog/four-key-elements-of-successful-global-content-strategy/
Al-Rodhan, D. N. (2006). Definitions of Globalization:A Comprehensive Overview and a Proposed Definition. GCSP. Geneva: Avenue De La Paix.
Armstrong, M. (2006). Handbook of Human Resource Management Practice (Vol. 10). Kogan Page.
Nair, D. D. (2018). Artificial Intelligence (AI) and Human Resources. In M. Keppetipola (Ed.), People Power (Vol. 07, p. 52). Sri Lanka: IPM SL.

Petinger, T. (2017, June 27). Google. Retrieved September 17, 2018, from Economics help: https://www.economicshelp.org/blog/81/trade/costs-and-benefits-of-globalisation/

Comments

Post a Comment

Popular posts from this blog

MN7181 - People and Organizations- Blog 4 (Employee Relations) - Employee Voice

-
Image
Employee Voice Employee voice is widely used concept on current organizations. This bridges the gap between the employees and the management by encouraging and creating space for healthy communication, settling disputes within the organization and also allows the employees views to be considered at decision making. As per   (Armstrong, 2006) , it is explained Employee Voice has been addressed elaborately, where it’s mentioned “ Employee voice is the term increasingly used to cover a whole variety of processes and structures while enable, and sometime power employees, directly and indirectly to contribute to decision making in the firm ” (Boxall & Purcell , 2003) meanwhile Millward et al (2000) states Employee Voice as “ the ability of employees to influence the actions of employers’ ” In the CIPD (CIPD, 2018) The Employee Voice is clarified as a method of employees expressing their views to the employer, where employees are able to impact the employer at the wor...
Read more

MN7181 - People and Organizations- Blog 5 (HRM and the Design of Work) - New forms of employment

-
Image
New forms of employment When it comes to HRM , the job design plays a vital role in enhancing the effectiveness   of the performance, motivation of the employees built through flexibility and clear communication of the work expectation , also helps the employer too.   As per Robertson and Smith (1985) as cited by     (Armstrong, 2006) the major principles of job design is as below, ·         To provide opportunities for people to accomplish several tasks & to influence skill variety. ·         To combine tasks and to form ordinary units of work – this influence the task identity. ·         With the natural work units, to communicate the employees the importance of the tasks given- which influence significance of the tasks. ·         To influence job autonomy- to inform the employees to govern their own set o...
Read more

MN7181 - People and Organizations- Blog 9 (Organizational Culture) - Sources of Power and its effects to an organization

-
Image
Sources of Power and its effects to an organization When it comes to organization culture the levels of power and the types differ from one to other, but it is observed the power applied has an effect of the culture, performance and the productivity of an organization. Having a look at the sources of power- Reward, Coercive, Referent, Legitimate and Expert power has been explained by Natter, 2018   as below, Reward Power This can be a positive approach. To the team to work harder, effectively the reward power is being used. This can be monitory rewards such as salary increments, incentives, bonus which is given as a reward of achieving the extra mile. This is beneficial for the employee as well as for the employer. Figure 1: (Google, 2015) Also, it is mentioned Greater impact, enhancing the employment relationship, flexibility to reach individual needs, Talent management are few benefits of total reward approach   (Armstrong, 2006) Coercive Power ...
Read more