Business expansion into other countries across the globe may have a significant effect on business operations. One such aspect that may be affected by going international is human resource management. The company needs to consider a wide range of practical adjustments that allow the HRM to recruit, train, keep, and support a large workforce that is usually spread between different nations that have dissimilar cultural identities. As a consequence, this documentation will look at the different ways in which global expansion will affect the company’s human resource department activities.
The human resource department must adapt their approach and practices to encompass cultural diversities, technological development, and foreign regulations. One way of doing so is by developing an approach for hiring local nationals. The business must understand the needs and culture of the local market, and this will help guide the recruitment process to ensure they hire the best possible candidates. The company can use a third-party agency or hire workforces through a local company presence (Nagele-Piazza, 2017). Organizations must focus on attracting human capital instead of financial capital. The key objective of the HRM department is to manage a staff of different languages, cultures, and dispersed in various nations across the world (Kapoor, 2011). The HRM department must also ensure compliance with local employment laws in order to avoid litigation and ensure employees are able to operate effectively in different nations. According to Vardarlıer et al. (2013), the human resource department must assume an active role in global expansion in order to guarantee the success of operations overall. Overall the HRM department must adapt to the demands and environments of foreign nations in order to ensure smooth business operations.
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The human resource department is a vital aspect of the organization. As such, HRM must assume an active role in the company’s expansion into the international. However, there are a number of ways in which global expansion will affect the company’s HR department operations. HR must develop a strategy for hiring talents from the local market and also ensure compliance with local employment laws. In essence, HR must adapt their approach and practices to encompass cultural diversities, technological development, and foreign regulations.
References
Kapoor, B. (2011). Impact of globalization on human resource management.
Nagele-Piazza, L. (2017). 4 HR Points to Consider When Going Global. SHRM Available at https://www.shrm.org/hr-today/news/hr-news/conference-today/pages/2017/4-hr-points-to-consider-when-going-global.aspx
Vardarlıer, P., Vural, Y., Yıldırım, Ö., & Yılmaztürk, B. (2013). Impacts of Growth Strategies on Human Resources Policies. Procedia-Social and Behavioral Sciences, 99, 861-868.
