Over the past ten years, these assignments climbed (Berger, 2012). An article in the International Journal of Business and Management points out that while there have been a plethora of studies that look into why and how certain management strategies are incorporated by companies, there has been a dearth of attention paid to the various theoretical positions, problems and possibilities that are obvious in the international management literature (Adeleye, 2011)
In today's environment social capital is becoming vitally important when a company is entertaining the idea of going international. Human relations' practices have become aspects in determining social capital (Baughn, 2011)
HR technology vendors haven't made this easy in the past, as only the largest vendors have mature global platforms. Most technology applications have been built within a single country, and only a few have ventured to provide regional solutions (Beaman, 2010)
They will need to do so not from an exclusively local management view, but from a corporate-wide perspective. And finding a balance between local market, cultural HR issues, and broader strategic corporate objectives, this balance will be key to turning sometimes rigid, back-office HR departments into strategic global assets (Berger, 2012)
Typically, such a program will support organization's members to air their views and learn how to determine conflicts due to their diversity. More prominently, the purpose of a Diversity Mentoring Program seeks to support members to move beyond their own cultural standpoint to recognize and take full benefit of the productivity potential inherent in a varied population (Chan, 2012)
It is no longer sufficient to administer individual assets. The HR professional of the 21st century must manage inter-related assets of a company in order to be triumphant (Krebs, 2008)
In the article, Mura puts forward a number of practical ways in which training should take place by HRM within the daughter company, and that good training means that those trained in turn become trainers, and the cross-cultural relationship help build success, both economically and culturally. "We must invest in human resources development," Mura writes, "because in order to face changes [regarding globalization] successfully, no matter how provocative they are" (Mura, 128)
Development -- The HR teams of most global organizations now deliver a significant portion of their learning and development activities through some form of regional or global academy or university. Activities, whether involving classroom interaction or other media, provide a strong cohesive influence, and again the balance between locally, regionally and globally designed and delivered interventions is very important (Rickard, Baker & Crew, n
Companies may necessitate cheap labor offered by the local population and it is the work of the global HR professional to source for this labor. Getting the right people who are competent in the job may be a big issue due to language or cultural barriers (Rioux, Bernthal & Wellins, n
It should also be able to provide management solutions in the HR field to avoid dysfunctions that may be encountered. The article suggests that HR departments to develop strategies based on workable models, including those that involve the company analyzing the best way to transfer know-how from the parent company to all companies that will be set up internationally (Serafinceanu, 2010)
As a result, Americans doing business in Japan need to be aware that Japanese businesspeople are not as willing to take risks as are 'free-thinking' Americans. They are likely to follow strict rules and procedures of protocol, which expatriates need to become extremely familiar with if they are going to successfully conduct business in Japan (Evans, Pucik & Barsouxs, 2002)
Furthermore, in high power-distance cultures "subordinates and managers perceive themselves as unequal, and subordinates depend more on the management and are expected to 'do as they are told'. Interpersonal contact between levels of the hierarchy is initiated by superiors" (Goodwin, p
Also, when examining the differences between American culture and Japanese culture, it is essential to distinguish norms from values and attitudes. The reason this distinction is important is that norms are easier to change than values and attitudes because values and attitudes tend to be more deeply ingrained (Stahl & Caligiuri, 2005)
Those who survive in both organizations usually have to deal with new procedures, new people, more work and the loss of co-workers and friends. When a merger takes place the role of HR initiates from the beginning and runs to the end (Mohanty, 2010)
HR planning involves acquisition or the entry of people into the organization, the development of people skills and the exit of people from the organization. Effective HR planning is critical to an organization's success because it matches the organization and it HR objectives with the people that it has and needs (Stone, 2009, p
New employment guidelines were set, with this piece of important legislation. A 40-hour workweek, minimum wages, child labor standards, and overtime pay were established with the FLSA (Crampton, Hodge, & Mishra 2003, 331)
However, one of the unintentional and unanticipated side effects of the ADA is that the increased costs of employing disabled workers, due to meeting the mandated accommodations, has led to lower employment rates for this demographic. In a very real sense, the ADA has become a deterrent in the hiring of disabled workers (DeLeire 2000, 693)
Of course some telecommuting positions fall into the exempt category, and therefore are not subject to overtime pay, however some do. Due to the freedom to engage in 'private pursuits', employers may monitor when a virtual employee logs onto his or her computer and may require that he or she get permission before working overtime (Gabel & Mansfield 2003, 316)
This misunderstanding of the law is part of the reason why employers currently are liable for approximately $39 billion in back overtime pay to employees (Crampton, Hodge, & Mishra 2003, 336). This misunderstanding is compounded by employers inadvertently misclassifying workers as exempt from overtime regulations (Goldberg 1997, S1)
The Americans with Disabilities Act (ADA) of 1990 is also a historic piece of legislation. The ADA was created "to address the major areas of discrimination faced day-to-day by people with disabilities" (Mizra 2001, 12)