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Impacts of technology on international human resource management

Human resource manager are of paramount importance in the success of any organization. Each and every organization thus establishes a number of individuals who oversee the operations of the organization so that there is a smoothly running. The management board includes people who are charged with the duties of examining the activities of labour sources. This is because labour is one of the major factors which determines the prosperity or the collapsing of a firm. It is therefore very important for every form of organization to have the human resource managers to control the acquisition of labour force.

It determines the number of persons who are required at any particular period for profitable execution of duties. Their impacts can then be traced from a very wide scope of their operations. International human resource managers facilitate the dealings between international business planning and strategic human resource decision making. This leads to development of the critical thinking necessary to plan and manage international human resource schemes. (Huselid, 1997)

The world today is increasingly facing several challenges which are affecting their organization. This can be attributed as due to the current technologies which have emerged in the past few decades. These include the introduction of

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computers which have given birth to the recent uses of internet. Following its use in the acquisition of information as well as dissemination of such information to others, the world has become a global unit. Thus the world is experiencing radical and rapid changes in the nature of the international human resources management.

This has also caused a broad change in the social ladder which are now occurring at an ever- increasing pace. Moreover, the impacts of international human resources have also been affected both adversely and positively. (Terence, 2002) The introduction of new technologies has facilitated somewhat equal distribution of the human resource. The accessibility of information from all parts of the world to all job seeker has lead to the deployment of individual to different parts of world.

This has broken the barriers to human resources. People are now drawn from both developing, developed and underdeveloped countries to a particular state. The blending of different communities, ethnic groups as well as races is one way that has lead to the abolishment of discrimination among the workers. In addition, technology is a key factor to the introduction of e- enabled human resource management. The human resource managers at distant places can now exchange new information of management through the internet.

Many companies have been relieved the cost of incurring unnecessary cost which are attached to the employment of human resource managers. Many people in organization can now look what the company require in labour sources from the information retrieved from the internet sources. (Peter, 2007) On the other hand, technology has created an enormous problem to the international human resource management. Some countries are lack the economic capability to employ its citizens with the return of equally better remuneration.

As long as these people can access greener pastures from other countries, the countries cannot retain its labour forces. The well paying countries are being flooded with individuals from other countries. This phenomenon is causing a threat to both their destination countries and the origination one. The places of origination are losing their experts; hence low productions are likely to be experienced. This in turn will result poor annual output of the particular countries, hence trade will automatically go down.

The final destinations will have increased populations and this may result into gigantic expense to the governments in the provision of human amenities such as health services transport and insurance. (Ichniowski, 1990).

Reference: Ichniowski, C. (1990): human resource management systems and performance of manufacturing business. Huselid, M. (1997): technical and strategic human resource management effectiveness. Peter J. (2007): International Human Resource Management: Managing People in a Multinational Context. Terence, J. (2002): International HRM: A Cross-Cultural Approach.

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