An Examination of Political and LEgal Factors Affecting Global Human Resource Management

Topics: Human resource management, Human resources, Management Pages: 20 (5936 words) Published: November 3, 2013


“AN EXAMINATION OF POLITICAL AND LEGAL FACTORS AFFECTING GLOBAL HUMAN RESOURCE MANAGEMENT”

TABLE OF CONTENTS

I. INTRODUCTION …………………………………………………………………….. 3
Description of the Problem …………………………………………………………. 5
The Purpose of the Research ……………………………………………………… 6
The History, Settings, and Background of the Problem ………………………… 7
Scope of the Research …………………………………………………………….. 9
Definition of Terms ………………………………………………………………….. 9 II. REVIEW OF THE LITERATURE …………………………………………………. 11

III. DESIGN OF STUDY ……………………………………………………………….. 20

IV. FINDINGS …………………………………………………………………………… 20

V. SUMMARY OF RESULTS ………………………………………………………….22

VI. CONCLUSION AND RECOMMENDATIONS …………………………………….23

Bibliography …………………………………………………………………………. 26

INTRODUCTION

In today’s society, there are corporations that are making huge profits from customers on a daily basis lining the pockets of Upper Management, CEO’s, and the Owners. The essential part to any company is the Human Resource Department also known as HR or HRM. This department aids in the training and development of its employees. The company is making an investment in its employees to maximize the benefits of its employees. One of a company’s most expensive assets is its human capital, the human resources of the organization. (ITAP International, 2010) An organization’s success depends on the knowledge, skills, and abilities of the employees. The Human Resource Department has come a long way in the last few years in becoming the “central part” or the nucleus of a company. Human Resource Management is the voice of both the employee and the employer. The relationship between human resources and management is becoming more collaborative. Human resource executives are beginning to earn a seat at the management table. (U. S. Office of Personnel Management, 1999)

The primary functions of the human resource department is to supply professional service, establish recruitment, develop promotions, maintain selection, communicate personnel policies to the entire company, to promote loyalty representation for personal control over time, help, advise, and consult with the employees of the company. (McCormick, 2000) The employees of the company should look at the human resource department as a neutral ground where they can take their complaints; seek for help and information; expect a fair and impartial hearing; and feel comfortable that human resources will provide a learning theory and an environment of trust and confidentiality. (Robbins, 2003) If the human resource management personnel are successful, employees would not have a problem with their expectations. The human resource department’s ultimate job that comes before any other is to provide the needs of top management of the corporation first and foremost.

Joseph Campbell stated, “Economics and politics are the governing powers of life today . . .” (Campbell, 2006) . The main difference between domestic human resource management and international human resource management is the added knowledge and responsibilities required due to foreign operations. These typically include language; the local and national regulations and laws governing business operations with a foreign county; currency exchange rates; career outlooks; company benefits and incentives; and the most important, the ethics and etiquette expectations of foreign business contacts. (McNamara, C., 2007) The examination of political and legal factors affecting global human resource management ties in with international business practices. They both go hand in hand of how the two should work together as far as hiring the best; keeping the business together; and making a large profit. Increasing international competition in other countries demands the need to have an effective human resource management in order to effectively gain a competitive advantage in the global...

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