Developing International Human Resources Firm

Globalization has facilitated the movement of factors of trade among nations; when managing organizations in the highly competitive market, leaders should be sensitive on how to manage their human capital. Globalization has led to people of different cultures, ethnicity, gender, nationality, and exposure to work together. To attain high competitiveness, management should ensure that the strength of the people is well utilized for the benefit of the entire organization. Yueh-shian, 2011, is of the opinion that managers should be sensitive of their employees’ cultural background. The writer in his article published in International Journal of Business and Social Science, 2011, suggest that failure to manage personals of diverse culture effectively is risky to a business. This paper analysis the article by Yueh-shian called “Developing International Human Resources Firm,” published in 2011 in International Journal of Business and Social Science.

Globalization has affected the way organizations manage their human capital, when handling contemporary diverse personnel management should deploy international human resources strategic management (IHRM) practices. IHRM looks into human considering cultural, political, ethnical, economical, and social differences that exist among them. Different management gurus in their theories have held the opinion that human capital is the most important asset that they can have. Well managed human resources is an asset to an organization; they are willing to use their intellectual capacity for the good of their organization and risks associated with in-effective human resources are drastically reduced (Adler & Graham, 2001).

To develop an orchestrate team, human resources management of an organization should enact strategies that facilitate staff development, training, intellectualism development, and talent management. When an organization has managed to control and manage diverse human capital, it benefits from different intellectual capacities in the diverse human capital. People of different areas have different exposure that when their intellectual capacity is managed effectively, they can be of great benefit to an organization. The quality of human capital in an organization is dependent of the effectiveness of its human resources planning, recruitment, selection, appraisal, and motivation. In contemporary business environment, managers are required to have policies that look or consider the diversity offered by the business environment.

In the same line that companies work to build loyal customers in competitive market places, they should implement policies that will facilitate the growth of human resources loyalty. When human resources are loyal to their employer, they are highly motivated to give good results to the organization. Motivated staffs are creative, innovative and inventive in their respective areas. When employees are hired from the diaspora, there is need to have an effective recruitment and selection method that will enhance superb service to customers and efficiency building in the organization; teams should be well constituted with the strengths and weaknesses of the teams taken into account.

According to Jan Nederveen Pieterse, 2008, the growing worldwide interconnectedness has brought with it several coinciding cultures; the writer uses the words culture hybridization and culture convergence to describe the new wave of culture that has been brought about by globalization. The concept of culture differences is continually receding with the world becoming “smaller” with the new waves of technology and ease in transport networks across different nations.

As people interact, trade, and transact in different social forums together, there is a wave to “culture turn” which involves wider self-reflexivity of modernity. The wave to a common culture works for the good of the world and to some extent makes the people suffer and lose their self of identity. Culture globalization has advanced to deny and erase culture difference among communities, ethnicities, countries, and societies; however it has also created negative moves and attributes to the community. Some of the negative attributes that have been brought about by modernization include loss in alienation, culture displacement and confusion, disenchantments and loss of identity among the people.

To some extent culture of a people had some set predetermined expectations where someone was required to perform certain duties, be responsible of some occurrences and avoid doing some actions. When such attributes are adhered to in a community, the people maintain certain values, norms and identity attributes necessary to maintain the community. With a globalized world such attributes are no longer considered virtues leading to a community with low values and regards to virtues.

Critics of modernization and globalization are of the opinion that despite the economic prosperity and the gains that nations derive from globalization, the cost incurred in terms of spiritual and culture loss is high. There are culture costs and roughshod over the world’s distinctive cultures; in the event the world attains full culture critics of globalization are of the opinion that the world will turn into one big tawdry strip mall.

According to Tyler Cowen it is through culture globalization that people have been able to build their autistic creativity; when two trading partners have traded with each other, they share ideas and opinions on different attributes in life that is likely to change the perception of one person to the other. For instance, in the 1950s, Cuban Music or Reggae had been produced largely for the consumption of American Tourists who were more frequent in the countries clubs, bars, and night clubs; the style of music was spread by the tourists to their countries and a wave of change was seen in their clubs from classics and rock music to some mix of Cuban Music and reggae.

Currently, if one was to attend American clubs, there will be mix of traditional American Music (Souls and soft music) and reggae; with such kind of move, different people are able to appreciate their counterparts in another country and the end result is a world with some sense of uniformity. Culture uniformity is a strong attribute of trade and modernization that have been supported as one effective method of poverty eradication. Another example of culture sharing comes with the services and products sold in modern markets, for instance an interested party can buy sushi in either France or Germany (sushi is Japanese food made of cooked vinegared rice (shari) with some additions for taste and delicacy, combined with other ingredients (neta)). When such attributes get into the system, trade among nations is facilitated and international relations continue to build (Yueh-shian, 2011).

Conclusions

To manage employees effectively in the modernized world, business leaders should ensure they have culture intelligence programs in their company. Culture intelligence and awareness programs promotes effective building of orchestrate and winning teams. When recruiting from the diaspora, human resources managers should use international human resources management practices to recruit, select, deploy, appraise, and motivate their human capital.

References

Adler, N. J. &Graham, J. L. (2001). Cross-cultural interactions: The international comparison fallacy. Journal of international Business Studies, 20,(1),510-547. Web.

Yueh-shian, L. (2011). Developing International Human Resources Firms. International Journal Of Business & Social Science, 2(9), 37-41. Web.