Global HRM

Sharing knowledge is a vital component in the growth and advancement of our society in a sustainable and responsible way.With the advent of globalisation, organisations- big or small have ceased to be local, they have become global! This has increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management. Through Open Access, various leading institutions are tearing down the barriers to access and use research literature. There is increased interdependence between organisations in various areas and functions.
The preliminary function of Global HRM is that organisation carries a local appeal in the host country despite maintaining an international feel. To exemplify, any multinational/international company would not like to be called as local, however the same wants a domestic touch in the host country and there lies a challenge.
Due to internationalisation of business some countries have experienced very large increase in their labour force- nearly 8 million new entrants a year in China since the mid 1990s and 7 million in India. Moreover, job agendas at the country level are connected by the migration of people and migration of jobs. Policies for jobs in one country can thus have spillovers on other countries both positive and negative.

The various underlying objectives of Global HRM are as follows:
1. Create a local appeal without compromising upon the global identity.
2. Generating awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries.
3. Training upon cultures and sensitivities of the host country.

The strategic role of Human Resource Management in such a scenario is to ensure that HRM policies are in tandem with and in support of the firm’s strategy, structure and controls. Specifically, when we talk of structure and control the following become worth mentioning in context of Global HRM:
1. Decision making
2. Co-ordination
3. Integrated mechanisms.

Global HRM is therefore a very challenging front in HRM. If one is able to strike the right chord in designing structures and controls, the job is half done.

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