how have globalization, changing demographics, work related culture and behavior
ID: 430561 • Letter: H
Question
how have globalization, changing demographics, work related culture and behavior increasing social diversity and advancing technology affected HR issues and thier management how have globalization, changing demographics, work related culture and behavior increasing social diversity and advancing technology affected HR issues and thier management how have globalization, changing demographics, work related culture and behavior increasing social diversity and advancing technology affected HR issues and thier managementExplanation / Answer
One of the biggest outcomes of globalization has been diversification in terms of human capital in a given firm. When a company has a unifying theme and mission, but incorporates work force from various cultures and background, a lack of synergy is inevitable. This makes the functioning of HRM, critical to a business’ success. There are a host of challenges that comes with globalization. Following are only a few of them.
Recruitment Challenges: Many countries have laws to govern ethnicity diversification in the firms that operate within its jurisdiction. This means that companies must prove itself as an equal opportunity employer. This is where HR personnel play an important role. Hiring the right candidate for the given role with an added dimension of ensuring that the cultural elements of the potential candidate sits in sync with that of the company is a tricky business.
Cultural Development: The challenges don’t stop at the recruitment stage. Whilst technical training is imparted to the candidate through on the job training in the vertical that the candidate is working, cultural training has to be imparted by HR team. A simple example through a personal experience. When a reputed Japanese auto manufacturing entered India, a major chunk of the employees (who were obviously Indians) could not relate to the Japanese culture of extreme cost savings. Whilst Indian executives were accustomed to business travel by flights (even for relatively short distances), the Japanese management were travelling by train, wherever possible. When the company tried to make this a companywide policy, the same met with a lot of resistance and also resulted in high attrition. It fell upon the HR team to ensure that the native population appreciated the cultural ethics of cost efficiency that the Japanese so strongly believed in.
Jurisdictional Prowess: As companies begin to operate in different countries, companies must tackle with various corresponding laws as well. Labor laws differ from country to country and hence HR personnel must be abreast with these differences.
When we talk about technological advancements, social media has proved to be an all pervasive entity in everyone’s lives. With that, employees have unlimited freedom in terms of what to post and where to post. A scorned employee can very easily vent his/her frustration on a Facebook, hence causing widespread negative publicity for the business. Not only that-companies often tend to celebrate its achievements through annual off-site events. These events often showcase vital company figures in big screens, primarily for the consumption of its own employees. Imagine an over-zealous employee doing a live Instagram feed of such an event. Hence digital sensitivity, as a training module, has become extremely important for employees to appreciate. And this can only come from the HR team.
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