HRM on the International Scale

Introduction

The world is changing and so is everything else, including businesses. Companies and organizations have to keep up with the changing market environment. One way to do so involves utilizing human resource management. However, with the changing times, businesses are becoming global, which then changes the perspective of the strategic approach in terms of effective organizational management. Accordingly, this discussion will illustrate how various authors have demonstrated the concept of human resource management on a global scale.

Theory

To demonstrate human resource management effectively, three articles have been selected. The fist article, “Reconsidering Boundaries: Human Resource Management in a Networked World”, Swart and Kinnie indicate that work in the twenty-first century spans organizational boundaries.  The authors of the article analyze and conclude that a comprehensive HRM model has to be developed that will address the challenges that modern organizations face. Even so, Story et al., in their article “Meeting the Challenges of effective International HRM: Analysis of the Antecedents of Global Mindset” argues that international HRM is necessary to better comprehend and develop organizational leaders who can work on the multinational scale. In the third article, “Is the HRM Process Important? Past, Current, and Future Challenges”, Sanders, Shipton, and Gomes provide an illustration of the challenges that international organizations go through and how the information can be used to mitigate as well as provide effective ways of implementing international organizational balance.

Case

In my opinion, I am certain that the international human resource management would be the best way to solve the issue of inefficient organizational management. For instance, when a company has its branches in different parts of the world, it would need organizational leaders who were capable of working in such an environment. They would have to be versatile in unique management styles in addition to being innovative.

Conclusion

To conclude, the business environment is changing and growing in a large scale. Human resource management is crucial because it increases the competitive advantage that organizations have. When organizations become international, a new model of HRM is required, one that will create leaders capable of working with each other both locally and internationally. Accordingly, the organizations could look into the past mistakes and establish a way forward towards accomplishing the objective of international organizational management.

References

Sanders, K., Shipton, H., & Gomes, J. F. (2014). Guest editors’ introduction: Is the HRM process important? Past, current, and future challenges. Human Resource Management, 53(4), 489-503.

Story, J. S., Barbuto Jr, J. E., Luthans, F., & Bovaird, J. A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset. Human Resource Management, 53(1), 131-155.

Swart, J., & Kinnie, N. (2014). Reconsidering boundaries: Human resource management in a networked world. Human Resource Management, 53(2), 291-310.