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Issues Critical to Human Resources Management
Globalization is the exhortation in business today. Not only is it a catchphrase, but for many businesses it is the essential key to achievement. One of the major shifts for human resources ("HR") professionals is how to train employees around the world in a range of industries and in a mixture of cultures on how to do function globally in business. This test speaks to the need for HR professionals to either raise the bar to meet the globalization paradigm or accept the threat of virtual collapse in the face of the surplus of entities that desire to do business on a global scale. In the following summary, the issues critical to HR management concerning globalization is assessed.
The idea of globalization strikes up much debate today. There are fervent backers for both sides. While there are some who want to bridge the gap between nations and people, there are still others who want to promote independence and separation from the rest of the world. "Among the positive effects of globalization is a focus on improving communication among employees from diverse backgrounds and countries. There is a growing recognition that a positive relationship exists between cross-cultural communications and effective team work and productivity" (Bierema, Bing & Carter. 00. p.). Improving communication means understanding and appreciating various cultural differences and respecting the same. "Training and development can play an important role in sustaining that relationship" (Bierema, Bing & Carter. 00. p.). But in the course of training and development who is accountable to whom?
"Much of the rising interest in [human resource management] HRM accountability can be attributed to the Government Performance and Results Act of 1 ("GPRA"), with its emphasis on demonstrating contributions to organizational results through strategic planning and performance measures" (Gallo & Thompson. 000. p.). Due in part to the dissolution of middle management in the 180s and 10s, the need for accountability to shareholders and government began to manifest long before the foundation of the GPRA. The Act was designed to address how HR authority would be transferred down to line managers in the face of downsizing and "as part of the bargain, the envisioned transfer of HRM authority would also clearly require a degree of managerial accountability greater than that required before the reinvention era…" (Gallo & Thompson. 000. p.).
Regardless of the efforts involved with respect to GPRA mandated accountability measures, according to Gallo and Thompson, this design is merely "patchwork". "In sum, this was not a situation conducive to success, at least not in the short term" (Gallo & Thompson. 000. p.). So what does the GPRA have to do with globalization and the changing role of HR? As stated, the GPRA calls for HR professionals to be degreed professionals. Ideally, having educated professionals equipped with a "common, officially sanctioned set of assumptions and guidance (the GPRA) for reference as they develop their own accountability systems" they will be able to figure out what they need to do and how to intelligently face the multiple challenges of going global (Gallo & Thompson. 000. p.4).
How are HR professionals acclimating to train for global leadership? "If companies are to survive in today's radically different market, they need a creative, strategic, forward-thinking human resources team to handle traditional personnel materials and help guide the company to achieve its underlying business goals" (McDonald. 001. p.1). Intelligent HR professionals recognize that unlike most American citizens, most Europeans have lived, gone to school and worked in countries other than in the country in which they were born. Despite their success, many American business vanguards do not possess international work experience nor are they fluent in other languages. HR professionals understand that this limitation must be addressed in order for American business moguls to remain successful in a market which is going global. Today, HR professionals must address the need to enhance "cross-cultural skills that are effective across borders" (Bierema, Bing & Carter. 00. p.). Global training materials should focus on an international arena and the "development of global leadership capabilities" (Bierema, Bing & Carter. 00. p.1-).
Today, HR professionals must evolve to recognize the need to enhance "cross-cultural skills that are effective across borders" (Bierema, Bing & Carter. 00. p.). Global training materials should focus on an international arena and the "development of global leadership capabilities" (Bierema, Bing & Carter. 00. p.1-). The world market is like a giant chess board where all the pieces are placed by master minds of strategic thinking. In this global game, there are virtually millions of players vying for success with failure being their very real opponent. "Many global leaders find that they are constantly reevaluating their companies' strategic positions along a pendulum that swings from a regional focus to a global one, as dictated by business need" (Bierema, Bing & Carter. 00. p.).
American commerce has been severely tested following the /11 terrorist attack on this country. This nation was all but derailed from its economic path. Many entities have cut back by doing away with two vital agendas which are essential to their continued existence advertising and training. "But those are exactly the two things you need advertising to let people know you are still there, and training to hold onto our people and update their skills" (Taylor. 00. p.1). The truth is with globalization we don't have to shine searchlights and fly banners to advertise for our goods and services. People in Istanbul do business electronically with people in Italy and Illinois without a second thought about their nearness. Globalization expands our capability to enterprise to the world. E-training affords the opportunity to expand the search for talented individuals beyond our borders.
Globalization and e-training. These are two of the future trends which eliminate the need for people to be in one specific place at any given time. Business can be handled successfully and timely anywhere on the planet, and perhaps one day, beyond this big blue marble. Space travel has proven that it is not necessary to work eight straight hours a day at a desk in a metropolis, but rather exploration is being managed light years from our planet by Americans, Russians and others. These individuals are not together in one room at one given time but instead share a common interest, mission and information network accessible by those necessary to complete a mission. Missions of successful business are being strategized this very moment in virtual meeting places by electronic media across the globe. The changing role of HR professionals is that they recognize that globalization and e-training are not only a future trend, they are now.
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