What implications globalization might have for the HR

Profession......
Dear All,

I am writing an academic assignment for the above subject. In fact I have to critically
evaluate the implications that globalization might have on HR profession.

Surely, the growth of MNC has impacted on the profession of HR Manager. Today the
HR specialist must be able to manage cultural diversity and become a true Business
Partner in Organization. Obviously these are just two brief points....

I am looking forward to hear your ideas and comments on the above and appreciate
any knowledgeable contribution:))

1. Natalia,
Globalization certainly requires that HR professionals think beyond their own borders,
and become culturally aware. There are an abundance of opportunities for talented HR
staff, especially with organizations expanding and operating in the far reaches of the
developing world. So I would suggest that globalization is going to eventually result in a
premium for HR staff with true global experience, the ability to interact with people from
diverse cultures, and most importantly, the talent to create HR programs that "translate"
across cultures. This means, of course, global standards but local tailoring, to make sure
programs are meaningful in each market. The future global HR professional will be one
who has experienced life in many places, speaks English and several other languages,
and can communicate effectively with employees and managers in any country.

Warren

2. Hi Natalia,
In ten years from now, the biggest challenge that HR professionals and their
organizations will face in global organizations, is the chronic shortage of professionals
due to the ageing to the Baby Boomers who in their majority will reach the retirement age
without enough replacements, in a highly competitive context, where uncertainty and
higher rates of change will justify as a key factor of success, that organizations to remain
competitive should pursue policies of employee´s engagement with a deepness and
discipline never known before. Such a scenario will have the following implications:

1. The efficiency of global HR organizations in attracting, retaining and motivating

professional talent will be determinant in defining the competitiveness of organizations
immersed in a highly volatile context of business, where collaborative practices, flexible
working schedules, corporate social networks and knowledge sharing will be
commonplace.

2. HR department will be instrumental in building a positive reputation around the world of

a reputable company as an excellent employer, by developing practices of employer
branding to compete fiercely for attracting the best talent available in the job market.

3. HR will deal with the coexistence of different generations of talented, seniors and
younger employees due to that part of the employee´s shortage will be covered by elder
workers who will enjoy from better expectations of living. HR must provide from means of
achieving a healthy balance between life and work to minimize stressful incidents that
could affect the organizational climate and consequently, preserve overall productivity.
 4. In a context where collaborative work, effective teamworking and knowledge sharing
between disperse teams worldwide will be fundamental, HR should promote a culture of
coaching and mentoring where senior professionals should share their knowledge and
experiences with younger and inexpert workers.

5. A Human Resources Director should support actively the leadership vision and its
related strategies in each country where this company operates, as well as the current
and future issues and trends in matters of Human talent, impacting or potentially
impacting company´s operations, financial performance, market positioning and
employee satisfaction. Human Resources should have then a permanent seat at the
Corporate Table.

6. Also important will be the competence of a Human Resources Director to provide

guidance on structure, staffing, mentoring and management; assisting to the leadership
with the effective utilization of staffing resources to ensure operational excellence with
proper strategic alignment and nurturing a great workplace environment where an
excellent package of compensation and benefits, programs that encourage a right
balance between life and work, and an exciting career development and succession
plans will be systematically designed and will be developed to provide employee
satisfaction.

Relevant to this interesting theme, I am including links to 3 questions, I have posted

sometime ago in Linkedin Answers:

1. What would change if Human Resources and Technology had a seat at the corporate
table?

2. How to build a mentoring culture?

3. How important is having a powerful Mission and a inspiring Vision as essential

elements of an employer branding strategy?

I hope this helps you.

Octavio

3. Well i think the more obvious implications to HR are as follows,

1. Globalization increases complexity for the HR function, since, as Business goes global
HR needs to also be ready to deliver on more globalized needs. This is due to,
- Increased mobility needs of employees
- Increased impact of local compliance/regulation
- Localization needs - HR needs to understand local Tax & Payroll,
Benefits implications
- Increased diversity in workforce
- Increased need to communicate and connect with a more dispersed
workforce

2. Globalization can also impact HR in another way - Transactional HR and perhaps

more maybe outsourced to global locations.

Regards,
4. (1) seems you have HR Strategy course, you will need to use models outlined in this
course or in part of it;
(2) carefully read the question to ensure you answer right question;
(3) assignment should consist of specific sections, and one should logically lead to
another; be clear in your conclusions section and ensure conclusions flow out of main
part;
(4) find someone appropriate to read your report and give you feedback before you
submit to educational institution.

Concerning subject, you may need to cover the following items:

(1) Globalization drivers;
(2) Anti-globalization;
(3) Trade unions and regulation;
(4) local interests and countries comparative advantages in HR areas;
(5) Risks (for recruiters/organizations and candidates) involved and emerged in global
HR markets;
(6) International ethics and cultural differences;
(7) Changes in organizational objectives and thus HR policies
...
Good luck with your assignment.

5. I am not positive the impact will be that significant on the HR Manager role. I do believe for
HR Directors and Vice Presidents the impact will be more significant in multi-national
corporations. But I feel the HR Manager will still most often be focused on a local office or
area. The compexities that will result from globalization I believe will not be shared among the
many, but rather will be concentrated with specialists. HR Specialists who understand various
cultures, laws and regulations. Your typical HR Generalist can and will still be of lesser value
other than for local Employee Relations issues. Whereas the specialist who bring value to the
table through compensation, benefits, expat administration, etc... will be expected to be more
cross culturally aware, will be expected to know and understand more about the business
environments in which the company has employees. I see the path to HR leadership in global
company will be via these specialist functions due to the natural need for these roles to
interact outside of the boundaries of their country, these individuals will need be concerned
with developing and administering plans and programs that serve the corporation across
boundaries, or develop specialized plans that meet the corporate needs and local regulations
in each country in which it has employees