Global Human Resource Systems
TO be effective in facing company challenges in facing grievances and demands of the employees within a certain organization, it is indeed advisable for the human resource management to take necessary steps in creating strategic structure of Human Resources Department Organization. This means that as the HR faces so much turmoil in managing people, the whole body of the HRD should be subdivided into several parts who would be in charged in facing only specific details on the organization’s internal affairs.
In this way, the responsibilities would be distributed and the issues would be more focused upon by personnels who are more experienced on the matter at concern. As for example, a certain group within the HRD would be in charged in salary and payment grievances, another on benefits, then another on finances and so on and so forth. Having this structural design of organization would ease the troubles of the Human Resources Department in facing company issues, all at the same time.
Surely, the decisions that would be made in this manner would be more thought about and in turn, would become more effective and practical as well. Getting along with Diversity As mentioned earlier, management of a diverse workforce has
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According to him, “these are all factors of management that should be considered by good managers even before entering an organization” (113). Hence, this definitely means that avoiding diversity in the workforce may be impossible but giving a resolution to it is not that impossible. After all, there is still a common ground among the working force of each company no matter how diverse they may be it is that they are humans, which makes them capable of being dealt with and managed well.
In this regard, John Riddle has suggested several points of consideration when dealing with such business problems. In general terms, he summarized the ways by which a good manager could handle the difficulties of dealing with a diverse workforce. The said suggestions are as follows: Concentrate on the strengths of the employees. When a manager discovers the tasks where the employees usually excel in, they should be assigned to them as they are expected to be more productive on those fields of the job.
Understand the abilities and the potential of each employee present in the organization. These potential assets of the employees could as well be used by the company itself in aiming for the goals that it has set up for the future. Allow communication lines t be open at all times. It is very important for managers to be good listeners. The ability of hearing what the employees want form the company as well as to how they could be of bigger help to the organization could be used as a resource of ideas for the company as well.
Make the employees feel that they too have a sense of authority in the company. However, this type of authority should not overstep that of the administration’s. It should be clear that this authority could only be exercised at specific times and places when it is permitted. This may often refer to an ‘open door’ policy that deals with an easier type of agreement between the employees, which could give them a chance to affect how the organization is being managed. They are then allowed to give suggestions; however, no suggestions are implemented unless approved by the administration.
Make sure that all employees understand the business goals and objectives. It should always be remembered that a well-informed employee, whether young or old, is a productive employee. A manager should always remember that he is supervising people with feelings who are valuable members of the organization, hence, treating them with great respect at all times no matter what culture they come from is one of the most important virtue any manager could post as an example for his colleagues. Treating everyone fairly and sensitively is the key to creating a fine working environment.
It should be remembered that because of the different clutters of the people, they all have different preferences; they have different personal obligations and other more. Considering the fact that dealing with multicultural workforce also involve dealing with their differences of belief, a manager could as well consider fairness at all times to be able to set a common ground for everyone else in the organization. Keep everyone else busy and going all the time. Feeling one’s worth is usually measured on the things they are able to do for the organization in a day.
In this manner, it could be said that regardless of one’s difference from the others, being able to do something for the company and being of worth to the organization makes an employee feel that even though there are differences, he still belongs to the organization he is working for. Keep employees informed of the ins and outs of the organization. Keeping employees in the dark when some changes within the organization arise may give them the notion that they are not given importance by the administration of the company. Acknowledge the employees’ efforts, years of work, talent, creativity and good job attributes.
Doing so would help everyone else strive for the best while they are working in the company. It could be noticed that the suggestions listed in here are general. Putting these suggestions into good use have mostly caused several companies to achieve unity beyond diversity in their own much diverse workforces. Hence, as Jones commented in his book “Contemporary Management”, “diversity is a normal part of modern management. Being globally distinct, it could not be avoided that dealing with different people everyday is a challenge to the modern managers today” (180).
Conclusion As years continue to progress, employees of organizations become more and more demanding. Because of this, the Human Resource Department is faced with more and more problems, which they are expected to fix. True, the challenges for the HRD continuously grows and as an answer to this, the HR. should also consider continuous development in terms of effective practices in facing issues. Indeed, the Human Resources Management has the most complex and complicated work in an organization.
Yet, by the use of strategic approach in facing issues, the Human Resources Management would be able to survive the struggles and emerge victorious in bringing the organizations to prosperous status.
Michael J. Duane. (2001). Policies and Practices in Global Human Resource Systems. Quorum Books. Michael Beer. (1985). Human Resource Management. Free Press Publishing Company. Alan Cowling. (1998). Managing Human Resources. Butterworth-Heinemann; 3 edition. Manuel London, Richard A. Wueste. (1992). Human Resource Development in Changing Organizations. Quorum Books.