Challenges of HRM in the global arena
This particular report is primarily aimed to critically evaluate a contemporary issue in HRM of the global domain. The issue that is affecting the successful adoption and practices of HRM in the international arena will be presented here. The effect of this particular challenge on the performance of different organisations will also be presented here in an appropriate manner. The changing trends in the job market have changed the way through which human resource departments operate in the international arena. The changing nature of operations is raising challenges for HRM in the global arena. The compliance issues and regulatory demand, along with the changing nature of the job market, is increasing challenges for HRM in the international arena. It is affecting the business owners in the international domain towards understanding the challenges of HRM and the usage of valuable resources for advantages. The growth of businesses is reducing due to the contemporary issues of human resource management.
Diversity and innovation are determined as one of the biggest issues faced by human resource management in the international domain. The maintenance of diversity has become one of the large aspects due to globalisation. Diversity in workplaces is required for better interaction between employees (Madera et al., 2017). Diversity in the workplace is essential for the HRM to maintain the performance of employees. Globalisation has increased the number of employees in companies from the global arena, which includes a large population from different cultural backgrounds. The differences in the culture of employees are affecting the workplace culture, which is reducing the productivity of firms (Bariši?, Klopotan & Miloloža, 2019). Moreover, the lack of appropriate strategies by the HRM of organisations is increasing issues in maintaining diversity. It is affecting the overall growth of firms in the international domain. The lack of performance is also reducing the brand image of organisations that are functioning in the global arena (Peltonen & Vaara, 2018). The challenges regarding the maintenance of workplace culture and diversity by the HRM in the international domain is able to increase issues for them in recruiting potential employees from the global arena. The challenges regarding diversity are also affecting innovation in companies, which is reducing the quality of products and services.
Most of the companies functioning in the international domain are recruiting employees to form the international domain to expand their market. Globalisation has increased the recruitment of employees of the international domain. The inclusion of employees from different cultural backgrounds is creating the requirement of managing diversity to manage their employees and their performance by the human resource department (Ekuma & Akobo, 2015). The diversity is able to allow the HRM in the global arena to manage an improved culture for the employees to improve their productivity. The growth of companies depends on the performance of employees, which is being improved by the HRM with the maintenance of diversity and workplace culture (Taylor, Doherty & McGraw, 2015). Moreover, diversity is also essential for firms to manage the training of employees. It is able to help the employees to work as a team, which increases their productivity (Sharma & Gursoy, 2018). Diversity is also allowing the HRM in managing the productivity of employees towards meeting the organisational goals. The lack of diversity is able to increase challenges for the HRM of companies in managing the operations o9f employees. The lack of diversity is able to drastically affect the maintenance of workplace culture in companies, which is determined as the primary reason for reduced organisational growth in the global arena. The performance of employees is reducing due to the lack of appropriate workplace culture in companies in the international domain. The challenges in managing diversity are affecting the productivity of employees in the international domain (Warraich & Ameen 2015). Furthermore, the HRM is unable to provide appropriate training for their employees, which is increasing due to the lack of diversity. It is also drastically affecting the growth of these firms in the global arena due to the impact of diversity issues on innovation (Singh, 2016). The innovation in these companies is also getting affected due to the inappropriate way of managing the workplace culture and diversity in the global arena.
Diversity and innovation as major issues faced by HRM
The issues of HRM faced due to the workplace culture is drastically affecting the overall performance of companies, as these are reducing the skills of employees in firms of the international domain. The workplace culture is able to increase or reduce the productivity of employees in companies functioning in the global arena (Link et al., 2017). The lack of workplace culture is able to increase differences among the staffs, as they belong to several backgrounds. Moreover, the issues faced by HRM related to the development of workplace culture is able to affect the relationship between the employees, which increases challenges towards working as a team (Bal & de Jong, 2017). The lack of teamwork is able to develop challenges for the HRM by increasing differences among the staffs. The learning of employees in the global domain reduces due to the lack of teamwork due to the differences related to culture in workplaces. The lack of an adequate culture in workplaces is able to drastically affect the interest of employees towards their job (Sheldon & Sanders, 2016). It is also reducing the job satisfaction of the employees in companies due to the issues faced by global HRM in managing workplace culture. However, innovation in firms depends on the productivity of employees. The lack of creativity and skill among the employees are increasing due to the challenges of HRM in managing the diversity in workplaces and culture (Renwick, 2018). In addition, the development of new products with improved quality is also getting affected due to the lack of innovation and challenges faced by HRM. Challenges of human resource management of international companies are affecting the performance of employees and their productivity, which is influencing the performance of management in recruiting and training their employees (Beer, Boselie & Brewster, 2015). It is reducing the overall productivity of employees, and they are unable to meet the organisational goals. In addition, the workplace issues faced by HRM is drastically affecting the job satisfaction and the motivation level of employees from different cultural backgrounds in the international arena.
The challenges faced by the HRM of international companies regarding the maintenance of diversity is duly affecting the recruitment process also. The lack of appropriate strategies to manage diversity and innovation in companies is able to increase the time for recruiting new employees by the human resource managers (Bratton & Gold, 2015). The challenges related to the management of workplace e culture is able to impact the recruitment process and the retention of potential employees in companies. Moreover, the employees of companies functioning in the global arena are unable to identify the skills of new staffs due to the lack of skills, which are increasing due to the lack of appropriate methods for the recruitment of new individuals (Beer, Boselie & Brewster, 2015). The lack of diversity in the workplace is increasing challenges for the HR managers in the international domain by increasing challenges related to recruitment. It is affecting the productivity of the employees in these companies, which also influences the overall performance, brand image and brand identity (Prayag & Hosany, 2015). The lack of diversity and innovation in companies due to the challenges faced by HRM are drastically affecting the productivity of employees. Furthermore, the completion of the recruitment process and the selection of appropriate potential employees requires a massive time due to the challenges that are being faced by the HR managers of companies in the global domain (Gurkov, 2016). On the other hand, the long recruitment process is one of the aspects that is increasing the time of training for the employees also. The long process of recruitment and training is also affecting the interest of individuals due to the lack of adequate process. The challenges related to the recruitment of new individuals are increasing for the human resource managers due to the unavailability of strategies to manage diversity. The lack of diversity is also affecting the skills of new staffs, which is drastically affecting the innovation strategies (Kowalski & Loretto, 2017). In addition, the challenges related to innovation is also increasing issues for the HRM in the global arena by drastically affecting productivity. The lack of appropriate working culture is also duly affecting the recruitment process, which is affecting the brand image and identity of companies in the global domain.
Impact of diversity on workplaces and HRM in the international domain
Job designing is determined as one of the effective aspects that are able to allow the employees of companies to improve their performance. Moreover, the appropriate job design by the HRM is able to increase the diversity in workplaces. The improvement in the management of diversity is determined as one of the effective strategies for the HRM of international companies, which is essential for improving the overall performance (Fryer, 2018). The lack of an adequate way of managing the job designing for the employees is drastically affecting the performance of companies in the international domain. The issues are increasing due to the challenges faced by human resource management in several organisations, which are operating in the global arena. The challenges faced by the global HRM while designing jobs are increasing issues for the new individuals. These issues are affecting the ability of individuals to understand the process of recruitment and job role in companies, which is drastically developing issues that are related to workplace planning and job designing (Ahammad, 2017). Workplace planning is another aspect that is able to allow the HRM to support their employees by keeping them motivated. The lack of appropriate methods to design the workplace is able to increase challenges for the HRM in firms. The lack of planning concerning the development and planning of the workplace is reducing the motivation level of employees, which affects the skills of innovation. These are duly increasing challenges for HRM in the international arena. Furthermore, the analysis of the jobs and required vacancies by the HRM is able to increase challenges in the international domain for companies (Stankiewicz, 2015). The planning for developing the workplace by the human resource managers in the global domain is able to influence the operations carried out by employees. The lack of knowledge about managing the workplace is increasing challenges for the HRM in the international domain, which is also duly affecting the productivity of firms (Islam, 2016). The lack of appropriate strategies for the management of the workplace and job designing is reducing the interest of new employees towards getting employed. On the other hand, the job satisfaction of existing employees is also reducing due to the challenges faced by the global HRM concerning job design and workplace planning (Nikolaou & Oostrom, 2015). Additionally, the lack of appropriate culture is able to drastically affect the performance and interest of employees towards their job. The lack of job interest is able to increase challenges for the employees of different companies that are unable to meet their organisational goals. These challenges are also affecting their benefits, as the HR managers are unable to manage appropriate culture in workplaces.
The management of employees and their performance is one of the primary operations carried out by the human resource management of companies that are operating in the international domain. The management of performance is able to improve the skills of employees in companies (Rowley et al., 2017). The productivity of the HR managers in companies is able to increase the overall productivity of employees by managing them in an appropriate manner. Performance management by the HRM is possible due to the maintenance of diversity and culture in the workplace. It is able to allow the HRM of international companies to manage the employees, along with their performance, which evaluates the overall performance of companies (Shet, 2020). The management of performance by the HRM in companies is able to influence the innovation by staffs. The creativity level of employees in a company depends on the improvement in their skills, which is being influenced by the human resource managers. Improved performance and keeping the employees motivated is one of the fundamental operations carried out by the HR managers in the international arena (Rotich, 2015). The challenges faced by the international HRM is drastically affecting the productivity of employees and their strategy of managing the workplace. Performance management and improvement are determined as the effective strategies and operations done by the global HRM in different companies in the international arena. The lack of adequate strategies by the HRM concerning workplace management is an increasing issue in the global arena. It is also duly affecting the productivity of the employees in organisations that are operating in the global arena. The lack of knowledge about the issues of employees is increasing challenges for the HRM towards the management of performance and innovation (Renwick et al., 2016). The knowledge of employees is reducing in the international arena due to the challenges faced by human resource managers in the global domain due to the challenges in maintaining innovation and diversity. The adoption of inadequate strategies is increasing challenges for the HRM in the global arena towards maintaining the workplace, which is drastically affecting the growth and performance of companies, along with the brand image (Zaman, 2020). The issues faced by the global HRM is increasing challenges regarding the management of the workplace and its culture. The issues of HRM towards managing the compensation and benefits for the employees are increasing due to the challenges in managing and maintaining diversity (Martin-Rios, Pougnet & Nogareda, 2017). These issues are also affecting the compensation that employees are getting. Inappropriate workplace culture is affecting the motivation level of employees, which reduces their performance. The employees are unable to meet their organisational goals due to the unavailability of appropriate workplace culture.
Recruiting of employees in the international domain and challenges faced by HRM
Conclusion
It was duly concluded from this report that the global HRM is facing several issues, which are drastically affecting the performance of employees and firms. The challenges are also affecting the overall growth of companies in the global arena. Maintaining the workplace culture and innovation is determined as one of the challenges that HRM in the global domain is facing. It was also concluded that managing diversity is another challenge that the HR managers of the global arena are facing, which are also affecting the productivity of employees. The lack of employee productivity is drastically affecting the brand image and overall performance of companies. It has been concluded that the profitability and sustainability of companies depend on the HRM and their way of managing diversity, along with innovation.
Reflection is determined as an effective method for the evaluation of the professional identity, acting on the findings, along with the assessment of the performance (McKay, 2009). It is determined as an effective method to learn and understand the motives behind the personal learning feelings and actions of an individual, which are essential to identify the self-awareness of individuals towards strengths and weaknesses. It increases the opportunity to identify the strengths and improve them, along with managing the weaknesses. The reflection is also able to help individuals to focus on their weaknesses and manage these with the development of appropriate strategies (Spiro, Williams & Woolliams, 2012). The purpose of the reflective study is to develop specific changes in the actions of individuals to improve strengths and manage weaknesses.
I have adopted Gibb’s Reflective Cycle Model for this report, as I have identified that this particular model suits my perspective to evaluate the challenges I have faced during the group assessment (Gibbs, 1988). The model has allowed me to identify the issues and appropriate ways to recover my weaknesses while conducting the group assessment.
Figure 1: Gibb’s Reflective Cycle Model
(Source: Gibbs, 1988)
I have faced a few issues in our group assessment while working as a virtual team. The maintenance of the members was one of the increasing challenges that I have faced due to the cultural differences and our virtual operations. I was unable to manage the workload of our members due to the challenges related to virtual operations and cultural differences. It has increased my issues as the group project leader towards the management of a proper culture, which has affected the performance of our members. The issues I was facing regarding the management of members with appropriate culture and their productivity on a regular basis has drastically affected the performance due to the geographical distance and cultural differences. The differences in the cultural backgrounds of the members have increased my challenges towards the adoption of appropriate technology. The availability of members from different geographical locations in the group assessment has increased communication barriers due to the issues in language. I was unable to communicate with all the members due to the lack of knowledge about different languages and technological challenges. I was also unable to understand the issues of our members in this project due to our virtual work and cultural differences. The barriers related to communication and technology has increased challenges regarding communication, as we were working as a virtual team. The lack of understanding about the language and the unavailability of improved technology have affected our project by increasing issues. The members of the group assessment were from different cultural backgrounds and locations, which has increased my issues concerning the management of virtual teamwork in our project. The lack of knowledge about the languages and technologies has affected the members of our virtual team for this specific project.
The role of diversity in managing the workplace culture and productivity of employees
The lackadaisical attitude of the members towards this project has increased my challenge to influence them in completing their work efficiently (Ratasuk and Charoensukmongkol, 2020). I was unable to manage the members and their attitude in completing the project due to communication issues. The lack of appropriate attitude among the members to complete the project was one of my major challenges. I was unable to communicate with the members due to the language barrier, which has affected our productivity and attitude in completing the project. We were also facing time issues while doing our work for the completion of the group project, as we were working as a dispersed virtual team. Furthermore, the nonchalant attitude of most of the members towards the project has affected our productivity concerning the differences in time zone and culture. The skills of our members were not increasing due to the lackadaisical and nonchalant attitude towards the work. The members in the group work were unable to communicate with each other due to technological challenges and language barriers. The lack of communication and understanding among the members have increased challenges regarding teamwork due to the communication gaps. It has also affected the overall performance of the group in the assessment, which I was unable to manage for the challenges related to communication, meetings and cultural difference. Furthermore, the lack of my knowledge about the appropriate way to manage the lackadaisical attitude of the dispersed virtual team members has increased challenges for me in the group assessment. Another challenge that I was facing was maintaining diversity in the team, as the members were unable to communicate with each other in an appropriate way due to the language barrier. I was also unable to conduct the physical meeting, as we were working virtually. The lack of technology has also increased challenges concerning virtual meetings.
The cross-cultural theory requires four different aspects, such as language, awareness, preparation, and openness, which influence the productivity of all the team members for a particular project. These four aspects are essential for the completion of a project in an appropriate manner. We were unable to connect with each other during the project due to the lack of improved technologies, which has affected our group project. The lack of appropriate technology among the members of our team has affected the communication among the members. The lack of communication and the attitude among the members was determined as one of the issues that have increased our challenges. On the other hand, I have learnt about the appropriate strategies for managing the members of virtual teams due to the challenges we have faced during the group project. We have tackled the issues and completed our project as a virtual team, which has helped me to learn the strategies. I will be able to manage virtual teams in the future due to my learning in this particular project.
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