Any organization consists of separate individuals who compose its human resources. However large or small this organization might be, its key to prosperity and effectiveness always lies in the united effort of the people who work there; it depends on their strengths and weaknesses. Nevertheless, these powers of the workers produce something not just because of the fact that some people coincide with working together. They need to be skillfully managed to realize the potential of each employee as much as possible. This task is traditionally entitled to the Human Resources (HR) Management Department in a well-structured organization. Nowadays, the employees from HR deal with diversified personnel, a staff consisting of workers from different cultures. The department has to regulate emerging misunderstandings and conflicts to guarantee that these sideway affairs do not disrupt the work process. The other matter that impacts modern HR professionals is the Internet. The example of these two issues in HR management demonstrates that the sphere is dynamic, and to approach organizational tasks effectively, specialists need to keep their knowledge updated. The renovation of the professional information for HR management is the purpose of this essay.
Several significant trends in the labor market compos significantly impact HR practices. First of all, globalization made it possible for people of different nationalities to provide their services throughout the world; as a result, employers have more options for hiring professionals. This has resulted in competition for talent; organizations try to employ the most skilled international workers (Cascio, 2019). For example, UAE are reported to employ “ambitious and innovative individuals of more than 200 nationalities” (Zeyoudi, 2022, para. 6). Next, the “growing demand for personal and professional development” rises from the labor market, which now consists of people with several working focuses (Cascio, 2019, p. 2). News declares that people require management and leadership training, professional certifications, and technical skills training (University of Massachusetts Global, 2020). Finally, structural changes in the labor market make people prefer to freelance and part-time jobs instead of traditional working conditions (Cascio, 2019). For HRs, these trends mean that they should develop attitudes toward attracting a skilled multicultural workforce, organize and manage professional training, and reform the working conditions for employing online or remote assistants.
The trend for the multicultural workforce has been addressed by HR departments. As such, cross-cultural interaction is recognized as a basis for making people of different cultures or with various religious views close to each other. Namely, the activity supposes communication about everyday situations that are viewed from the perspectives (Chavan & Taksa, 2021). Next, intercultural dialogue presents an opportunity for reducing misunderstandings. Namely, managers prepare intercultural sensitivity training for developing interpersonal skills in their employees that would help to recognize differences and embrace them with respect: for example, Facebook provides events for cultural dialogue (Chavan & Taksa, 2021). Furthermore, an important place among these practices is the integration of refugees into the workplace. These individuals feel the uttermost stress because of the different cultural environments, so HRs manage to organize language courses and other training (Chavan & Taksa, 2021). HR professionals believe that these activities are part of the corporate social responsibility approach, which has proven to be beneficial for maintaining a competitive advantage, and contributing to a healthy and productive work environment (Lechuga Sancho et al., 2018). Thus, dealing with diversity is a primary task of practical HRs.
HR professionals are, indeed, essential staff in any business, yet some of their services are more prioritized than others. For example, the recruitment of employees is the most significant task that should be managed by HR. This choice provides benefits for shaping an effective working environment: HR professionals directly interact with existing staff and know its culture, so they can predict the appropriateness of new workers and attract the most needed ones for employment. Next, training management should be handled by HRs since they are able to evaluate the skills of the employees according to their performance and plan a program that would enhance these skills. HRs best manage these tasks because they also operate performance records in organizations and are responsible for communication with workers. The other important function that should be performed by HR professionals is appraisal policy development or implementation. Namely, the bonuses and rewards that the workers attain for their task completion should be regulated according to the company’s vision and strategic plans. However, transactional responsibilities such as payroll administration are costly and could be done in-house; moreover, these are not the focus of HRs.
The human resource management department’s services are also helpful in operating facilities in a foreign country. When entering the global market environment, it is necessary to have assistance from professionals in tasks that include cultural awareness and can be adaptive for a new workforce: HRs are appropriate for this goal. Primarily, they maintain the same work as in a usual organization, but the foreign aspect of the company makes their tasks more culture-specific. As such, “ensuring that an internationally diverse employee pool has the skills and knowledge to work together” is available through HRs’ help (Examples of Cultural Problems in the Global Workforce, 2021). Furthermore, these professionals generally interview future employees, so their language and communication skills are the most appropriate for the task. Finally, “by conducting team-building workshops, promoting acceptance of cultural diversity and motivating employees to achieve strategic goals, they help their company build strong teams” (Examples of Cultural Problems in the Global Workforce, 2021, para. 10). Therefore, companies who decide to promote their business internationally and open foreign facilities should necessarily use the services of HRs.
HR professionals might use Internet applications that provide multiple bonuses to address the need to manage the international workforce. For example, ZipRecruiter allows HR specialists to promote job positions that need new employees by automatically placing them on multiple platforms for job search. Hence, people from various countries can see the advertisement and gain interest in the job. A similar application is LinkedIn Jobs, which provides access to the overviews of existing professionals’ services and can be used for posting vacations. Therefore, the Internet is a perfect tool for exploring the possibilities of building a team in a foreign environment.
To conclude, HR professionals are inexplicably valuable individuals for organizations that aim to conduct their business activities productively while managing a team of workers in an ethical and healthy way. HRs recruit, train, and track the performance of the company’s staff to benefit both stakeholders: employees and employers. Their services are specifically important in the modern-day global market with a new labor force constitution and emerging foreign enterprises.
Cascio, W. F. (2019). Training trends: Macro, micro, and policy issues. Human Resource Management Review, 29(2), 284–297. Web.
Chavan, M., & Taksa, L. (2021). Intercultural management in practice: Learning to lead diverse global organizations. Emerald Publishing Limited.
Examples of cultural problems in the global workforce. (2021). Small Business. Web.
Lechuga Sancho, M. P., Martínez-Martínez, D., Larran Jorge, M., & Herrera Madueño, J. (2018). Understanding the link between socially responsible human resource management and competitive performance in SMEs. Personnel Review, 47(6), 1211–1243. Web.
University of Massachusetts Global. (2020). A closer look at the professional development opportunities employees really want. Www.Brandman.Edu. Web.
Zeyoudi, T. A. (2022). Attracting talent is a top priority for the UAE. The National. Web.