Performance management in HRM

Performance management is referring to as obligation and process that required developing in its business process.  In the other word it is require achieving company goals in constant manner. Through the performance management it would able to focus with organizations, department, and employee in their performance aspect. Further it would create process over efficiency in the development of product and service manufacturing.

It also concern about systems and employees in development of performance of organization in order to achieve strategic and operational goals of company. In the other hand it is argued direct relationship among organization performance and application of performance management of company. In relating to the employee performance management it is important to uses of integrated software and it become proven success in present world rather than uses of spreadsheet bases recording. There are ranges of opportunities would able to gain through the performance management in different aspects inclusive of financial aspect, workforce motivation and management control. (Nielsen, 2014)

In order to develop performance management there are several basic activities are to be placed such as;

-          Aligning employee objectives with company vision and mission. In that scenario the key consideration is developed through recognizing each employees contribution towards the development of vision and mission of organization and in which extend they would able to provide support over organization performance.

-          Development and focus over performance objectives and on that it is expected to develop actions, tactics and etc.

-          As a process of performance management development it is required to design a  activity plan

-          Recurrent coaching and monitoring assessment of performance management

Workforce motivation

-          Development programs are clearly aligned with business goals development process.

-          Confidence level is become improvement in the bonus payment process.

-          More transparency in the development process. 

-          More engagement of employees since all the parties knows level of contribution of each of them towards the development of organization.

 Open policy of developing incentives since developing bonus base on specific goals. 

Financial Goals

-          Reduction of cost elements

-          Grow sales

-          Eliminate of situation of overrun of projects.

-          Aligning with financial goals of organization

-          Developing strategic goals with financial concern over the development of business values. 

Management control efficiency

-          Available with data relationship among responsive management need.

-          Responsive over management needs.

-          Simplified in strategic goals in the development through scenario planning

-          Providing with well formulated documents set.

-          Flexibility in the management need.

(Thomas C. Mawhinney, 2001)

Reference

Nielsen, P. A. (2014). Journal of Public Administration Research and Theory. Performance Management, Managerial Authority, and Public Service Performance, 431–458.

Thomas C. Mawhinney, W. K. (2001). Handbook of Organizational Performance. Routledge.

HRM change from personnel management ( PM ) perspective to Strategic Human Resource Management

Human resource practices in global contest are drastically change over time and personal management (PM) was evolved towards human resource management (HRM) and to the strategic human resource management (SHRM).  Its conceptualize that human resource function of organization become one of challenging and critical activity which need of developing in human resource function in more strategic manner.

The key factors behind the situation is recognized as development of strategic human resource management due to ever changing business environment such as fact of globalization, competition, policy changes, technology changes and etc. On that scenario it is important to develop the level of approach in human resource management to compatible with environment changes(Mello, 2006). 

Further to that it is important to develop strategic integration, high commitments, flexibility and high quality in personal management function is pre requisite in the development of human resource related function of organization. According to the changes of macro- economic factors it is important to develop level of well manage human resource team and in such scenario it move beyond the concept of traditional people management. In such importance of development of skills of people is referred to be one of key activity in present business environment to dace challenges(Paauwe, 2009).

With changing landscape situation in business environment and human resource management function would assist to arrange human resource professionals to move with line management function as well. There are best practice involvement, internal and external integration and etc would see with the human resource function rather than stick on traditional operation of personal management. Those approaches has to be carefully evaluate prior to the decision making of formulation and implementation of such strategies(Shermon, 2009). Those factors has to move with level of talents and motivation power of individuals of organization in strategic positioning in personal management function. In main concern the development of people management formulate through performance management system in business management.

Reference

Mello, J. A., 2006. Strategic human resource management. Mason, Ohio: Thomson/South-Western.

Paauwe, J. &. B. C., 2009. Strategic HRM: A critical review. In D. G. Collings, G. Wood (Eds.) & M.A. Reid, Human resource management: A critical approach. London: Routledge..

Shermon, G., 2009. Competency Based HRM: A Strategic Resource for Competency Mapping, Assessment and Development Centres. s.l.:Tata McGraw-Hill Education.

Discussion of work groups and teams

In the business world there are work groups and work team. In a team it is identified that there are members who are working for common goals and which produce end results for their business and work in interdependently where in work group there are two or more individuals who are interdependent on their work to be accomplish. In that scenario it is identified that they are working for particular department or different departments. Thus main difference could determine as that team is work together to achieve goals while groups are working in independent from each group member to accomplish the work. (Klerck, 2009)

In summarized view point of group and team there are different factors are associated such as group members carries with individual accountability which team members are developing with both individual and mutual accountability. In the group people are looking for individual goals development and while others are considered as development of the goals which are generally discuss among each other and sets the planning, problem solving and decision making. According to the nature of group it is identified that there are define.(Shuck & Wollard, 2011)

There are arguments that groups develop to team in four stages namely trust and structure, dependency and inclusion, counter dependency and fighting, trust and structure and work. In the first movement group consider about the characterized with member’s dependency. That implemented through a designated leadership of organization.

One of key aspect of the creation of team it is identified that there is concern would be developed around the four level of team self –management system in the creation of value driven solution. In that regards it is identified that team- self management. In the initial aspects it is included with the manger led teams, self- managing team, self- design team and self – governing team. The model is evaluated about the way of self- governing team processing of work which inclusive with control in the execution of the task , managing working process, monitoring working –process, control of the process, design of the team, performance of the team setting out the overall direction to the team.(Paauwe, 2009)

In the development of team it is define that extend of emergent situation that which need to be establish in order to function the organizing , managing and distributing the team. In order to proceed with the activation process it is important to determine with the scenario that considering importance of the development. There are two ways are developing with the manifest which is with individual level and the team level.

Team cognition consists of two broad types of content. Task related models are related to knowledge of the major duties and resources possessed by the team. Team-related models refer to interactions and interdependence among the team members.

Reference

Klerck, G., 2009. Industrial relations and human resource management". In D. G. Collings & G. Wood. Human resource management: A critical approach , pp. 238-259.

Paauwe, J. &. B. C., 2009. Strategic HRM: A critical review. In D. G. Collings, G. Wood (Eds.) & M.A. Reid, Human resource management: A critical approach. London: Routledge..

Shuck, B. & Wollard, K. K., 2011. Antecedents to Employee Engagement: A Structured Review of the Literature. Advances in Developing Human Resources, p. 429–446.

Job description and specification

Once discuss about the job description it would able to define as Set of working responsibilities incorporates essential occupation related information that is helpful to promote a particular employment and draw in a pool of ability. It incorporates data, for example, work title, work area, answering to and of representatives, work rundown, nature and destinations of an occupation, errands and obligations to be performed, working conditions, machines, apparatuses and types of gear to be utilized by a forthcoming laborer and risks engaged with it. (Mark O'Sullivan, 2014)

a.       The primary motivation behind expected set of responsibilities is to gather work related information so as to promote for a specific occupation. It helps in drawing in, focusing on, enrolling and choosing the correct possibility for the correct activity.It is done to figure out what should be conveyed in a specific employment. It explains what workers should do whenever chose for that specific employment opportunity.

b.      It gives enlisting staff an unmistakable view what sort of competitor is required by a specific office or division to play out a particular undertaking or occupation.

c.       It additionally explains who will answer to whom. (Johnason, 2009)

Following is given with the sample job description for the vacancy of marketing Promotion Officer.

Job description

a.       Responsible for achieving revenue & growth targets specified by the company

b.      Closely work with company sales channels & generate sales inquiries

c.       Responsible for attending all sales & operational aspects of solar power projects

d.      Coordinate / follow up with suppliers, respective government & regularity bodies until the commissioning stage of assigned projects

e.       Conduct below the line promotional campaigns & activations

f.       Conduct sales / product training sessions (Klerck, 2009)

Job Specification

A job detail is a composed proclamation of instructive capabilities, explicit characteristics, dimension of understanding, physical, enthusiastic, specialized and relational abilities required to play out an occupation, duties associated with a vocation and other irregular tactile requests. It likewise incorporates general wellbeing, psychological well-being, knowledge, inclination, memory, judgment, administration aptitudes, passionate capacity, versatility, adaptability, qualities and morals, habits and imagination, and so on. (Mello, 2006)

Motivation behind Job Specification

a.       Portrayed based on set of working responsibilities, work determination enables possibility to break down whether are qualified to apply for a specific occupation opening or not.

b.      It aides enrolling group of an association comprehend what dimension of capabilities, characteristics and set of qualities ought to be available in a contender to make the person in question qualified for the employment opportunity.

c.       Occupation Specification gives data about any employment including work obligations, wanted specialized and physical aptitudes, conversational capacity and considerably more.

d.      It helps in choosing the most fitting possibility for a specific occupation.

Reference

Johnason, P. (2009). HRM in changing organizational contexts. In D. G.Collings & G. Wood (Eds.), Human resource management. London: Routledge.

Klerck, G. (2009). Industrial relations and human resource management". In D. G. Collings & G. Wood. Human resource management: A critical approach .

Mark O'Sullivan. (2014). What Works at Work. The Starbank Press2014.

Mello, J. A. (2006). Strategic human resource management. Mason, Ohio: Thomson/South-Western.

Why Employee Benefits are important?

In modern world concept it is important to handed employee benefits since employees not only consider over the salary consideration. But it also understood that there are prominent need of potential employee of company on the address of benefits in non-monitory aspects as well inclusive of health care facilities , working hours facilities , office environment and etc.

Followings are discussed about reasons of offering employee benefits



1. Improve Productivity and Engagement

Offering a competitive benefits plan will ultimately improve employees’ morale and boost their engagement. By offering team health benefits, you help relieve their stress and empower them to be more present and productive at work. When employees feel their employer cares about them, they’re more likely to reciprocate. It also a method to show their value of hard work, and they’ll show you they value your company by giving their best every day.(williams, 2002)




2. Increased Attendance

Offering employee benefits can help increase employee attendance in a number of ways. The main causes of absenteeism are health issues, family commitments, and finances. While company ultimately can’t prevent employees or their families from getting sick, company can support their wellness and contribute to an environment that is conducive to work.When they’re able to work from home and at times more convenient for them, they can take care of family and financial matters while remaining productive at work. Plus, offering benefits can reduce the number of financial errands employees must make(Jack J. Phillips, 2003).



3. Increased Loyalty and Retention

Employee loyalty is generally declining. One in four millennials say they’d leave their companies for a new job if given the opportunity. It’s important to note that millennials think about work differently than previous generations—especially since they’ll make up 75% of the workforce by 2025. Millennials don’t primarily judge a company’s success based on its financial performance but by how the company treats its people.To boost employee loyalty, you need to offer the right benefits. In fact, 70% of employees believe that benefits customized to their needs would increase their loyalties to their companies. Employee benefits offer an opportunity to exceed the expectations of both current and future employees.



4. Better Recruiting

Providing great benefits allows you to attract the top talent in industry. After salary, benefits coverage is the most important tool in attracting quality candidates, and 57% of Glassdoor survey respondents said benefits and perks play a major role when deciding whether to pursue a particular job.(Paymedia, 2020)

Reference

Jack J. Phillips, A. O. C., 2003. Managing Employee Retention: A Strategic Accountability Approach. s.l.:Butterworth-Heinemann.

Paymedia, 2020. Benefits The Who, What, When, Why, and How of Employee Benefits. [Online]
Available at: https://www.paymediahcm.com/benefits-who-what-when-why-how
[Accessed 15 2 2020].

williams, R. S., 2002. Managing Employee Performance and Reward: Concepts, Practices, Strategies. London: s.n.

Global Human Resources Discipline

With globalization effect there are ranges of free movement of resources are recognized within the global business arena. Similar way it is managed with transferring the human resource function as well around the world. Therefore it is understood that companies are need to manage with global level discipline. As an outcome of that there are ranges of situations are provided with ranges of solutions in the business contest. As an example it is identified as ethics of professions are greater example to be placed within the organization contest to be understood in global human resource arena.

Disciplines of human resource are base in various situation of human resource life cycle which is inclusive from recruitment process to end of employment life cycle . The term discipline could be discussed along with two different aspects of employee aspects and employer aspects(Michael Dickmann, 2016) .

Starting with Recruitment and Selection or Staffing, this discipline focuses on strategies and processes for sourcing, selecting and hiring new employees. Sometimes referred to as Talent Acquisition in which the talent is being acquired by the organization, it may also include handling contingency or temporary labor, pre-screening and testing candidates. Finding the right people to hire for any organization can be very challenging(Jawad Syed, 2017).

Next, Organization and Employee Development - personally my favorite discipline. It deals with performance of an organization and its employees including the methods by which employees are trained and developed to meet objectives. These projects and activities are related to employee training programs, performance management or the performance appraisal process, leadership development and succession planning.

Moving on to Benefits, a widely known HR discipline in which human resources professionals handle those programs that'll help to attract and retain employees. It focuses on creating and administering insurance programs (life, disability and healthcare to name a few), retirement planning, time off like vacation and sick leave as well as other services that may be required by local, state and federal regulations.

Another well know HR discipline is Compensation. Simply stated it is managing employee pay but just as challenging as the other disciplines. It deals with various forms of direct pay like base salary, incentives and overtime(Durai, 2010).

Based on the historical evolution of HR, Labor and Industrial Relations is probably the first official discipline. Formal labor-management includes collective bargaining and contract administration as well as upholding and administering the appropriate federal laws associated to union organizing in the workplace. This discipline would also handle non-union employee relationships.

Reference

Durai, P., 2010. Human Resource Management. Pearson Education India: s.n.

Jawad Syed, R. K., 2017. Human Resource Management: A Global and Critical Perspective. s.l.:Macmillan Education UK.

Michael Dickmann, C. B. P. S., 2016. International Human Resource Management: Contemporary HR Issues in Europe. s.l.:Taylor & Francis.

Use of Technology as a Key Enabler to Manage the Human Resource

Technology could be considered as a key enabler for the development of the modern business world where there are many uses and applications which have been planned, executed with the use of the technology. It is identified that the technology could be consider as a major enabler for the human resource management and related developments.(Adewoye & Obasan, 2012)

When it comes to the operations related to the human resource management function of an organization, there are several activities which have become more common and activated through the technology solutions including the attendance management, master file maintenance and payroll processing etc(Ichniowski, et al., 1995). It is identified that there is a major enablement for the human resource management with the use of the information technology and information system solutions. They were able to reduce the level of human errors, higher efficiency and effectiveness and the better acceptance and recognition from the employees. Hence, it is identified that the people management could be create better advantages when it comes to the technology as an enabler for the human resource management process.(Parry, 2009)

In addition to the above, it is identified that the human resource development is a function which is fundamentally focused over the development of the skills and capabilities of the people with the aim of the sustainability development of the operations of the business organization while creating a better growth aspect for the employees. However, in the modern business environment and the globalized business functions, the technology has considered as one of key enabler to manage the overall training and development function.(Obeidat, 2012) The distance learning facilities, health and safety concerns are critically evaluated and supported through the technology usage. In this case, it is understood that the multinational organizations are heavily invested over the development of the e-leaning programs in order to support the training and development of the people while creating a higher level of effectiveness and return of investment over the human resource management function. With the facilities such as the video conferencing, virtual class rooms and many other facilities have been developed which drives the development of the skills and capabilities of the people in a more productive manner.(Huselid, et al., 1997)

Accordingly, it is understood that the people management has been improved with the use of technology in a more productive manner. Furthermore, it is understood that the business organizations could support the overall strategy development and the engagement of the people through the technology in a more effective and efficient manner.

References

Adewoye, J. O. & Obasan, K. A., 2012. The Impact of Information Technology (IT) on Human Resource Management (HRM): Empirical evidence from Nigeria Banking Sector. Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria. European Journal of Business and Management, , 4(6), pp. 28-37.

Huselid, M. A., Jackson, S. E. & Schuler, R. S., 1997. Technical and Strategic Human Resources Management Effectiveness as Determinants of Firm Performance. Academy of Management Journal, , 40(1), pp. 171-188.

Ichniowski, C., Shaw, K. L. & Prennushi, G., 1995. The Effects of Human Resource Management Practices on Productivity. National Bureau of Economic Research, , (), p. .

Obeidat, B. Y., 2012. The Relationship between Human Resource Information System (HRIS) Functions and Human Resource Management (HRM) Functionalities. Journal of Management and Research, , 4(4), pp. 192-211.

Parry, E., 2009. The Benefits of Using Technology in Human Resource Management. [Online]
Available at: https://igi-global.com/chapter/benefits-using-technology-human-resource/13216
[Accessed 10 2 2020].

Modern Day Employee Motivation

Human resource management is identified as a vital task to ensure the success of a business organization. It is understood that the people are required to have better motivation in order to drive the overall success of the organization. In this case, the employee engagement could be influenced through the different factors including the financial and non-financial factors. When it comes to the employee motivation it is identified that there are many theories and models which have been introduced by different people and organization which are still valid when it comes to the management of the people.(Anyim, et al., 2011)

When it comes to the different theories, they are mainly include the Maslow’s Hierarchy of Needs, Herzberg’s Hygiene Theory and X and Y theory etc. It is understood that all of them are mainly focused over the satisfaction of the people through different factors which could completely driving through the macro and micro environmental factors. It is suggested that there are many factors which could be considered as the key driving forces for the motivation of the employees. However, identification of the correct and most appropriate factors is the most important element when it comes to the management of the people.(Anyim, et al., 2011)

In the current context of the business environment it is understood that the people could have different set of requirements which could mainly influenced by the society, cultural changes and the technological changes. In this case, it is understood that the human resource management teams are required to understand that the traditional drivers of motivation could not create a major impact over the employee motivation while it is essential to have a newer set of drivers to manage the employees and their motivations. Furthermore, this could be influenced through the generation gap which is mainly the Baby boomers and the Gen X and Gen Y based employees(Allen, et al., 2013). Hence, the new strategies are required to identify and implement to manage the overall employee motivation.

Hence, the people in the modern era required to treat in a careful manner while giving them the best support when it comes to the motivation of the people. Furthermore, it is understood that the macro level environmental factors could create a major impact rather focused over the traditional motivational factors of the employees(.M.Fapohunda, 2011). In addition to that, it is understood that the management of the conflicting ideas and expectations between the generations could create another impact over the employee motivation of the present context of the business world.

References

.M.Fapohunda, T., 2011. THE GLOBAL ECONOMIC RECESSION:Impact and Strategies for Human Resources Management in Nigeria. International Journal of Economics and Management Sciences, 1(6).

Adewoye, J. O. & Obasan, K. A., 2012. The Impact of Information Technology (IT) on Human Resource Management (HRM): Empirical evidence from Nigeria Banking Sector. Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria. European Journal of Business and Management, 4(6), pp. 28-37.

Ali, A., 2013. Significance of Human Resource Management in Organizations: Linking Global Practices with Local Perspective. Researchers World, 4(1), p. 78.

Allen, M. R., Ericksen, J. & Collins, C. J., 2013. Human Resource Management, Employee Exchange Relationships, and Performance in Small Businesses. Human Resource Management, 52(2), pp. 153-173.

Anon., n.d. Human Resource Management Review. s.l.:s.n.

Anyim, F. C., Ikemefuna, C. O. & Mbah, S. E., 2011. HUMAN RESOURCE MANAGEMENT CHALLENGES IN NIGERIA UNDER A GLOBALISED ECONOMY. International Journal of Economics and Management Sciences, 2011(4).

Bahuguna, P. & Kumari, P., 2010. Strategic Human Resource Management & Organizational Performance. [Online]
Available at: https://igi-global.com/chapter/strategic-human-resource-management-organizational/41102
[Accessed 29 12 2019].

Becker, B. E. & Gerhart, B., 1996. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), pp. 779-801.

Management Study Guide, 2019. Human Resource Management (HRM) - Definition and Concept. [Online]
Available at: https://www.managementstudyguide.com/human-resource-management.htm
[Accessed 29 12 2019].

Reward Management and Employee Motivation

With the development of the modern business organization and the complex needs and wants of the people, it is identified that the skills and capabilities of the people are creating unique advantage for the people as well as organizations. Hence, it is understood that the retention of the people is one of key goal of an organization while supporting them to develop their skills and capabilities to a better standard. (Becker & Gerhart, 1996)

The reward management could be identified as a process or a component which is connected with the people management in the modern human resource development and management. It is identified that the reward management essentially dealing with the different processes, policies and strategies which are connected towards the employee commitment, contribution towards the performances of the organization.(Management Study Guide, n.d.) The reward management systems are required to be consistent and independent which creates an equal treatment among all the employees of an organization without making conflicts(Ali, 2013). Hence, it is identified that the designing of the rewards management system is critical for any organization while creating a better level of motivation and commitment with the employees in an effective and efficient manner. When it comes to the performance management and rewards management, it is understood that the people could experience two key elements including the financial rewards as well as the non-financial rewards to manage their level of commitment and the loyalty towards the organization. (Management Study Guide, n.d.)

When it comes to the reward management and employee motivation it is clear that there are several types of rewards which could exist to serve many different purposes of the organizations. In essence, it is identified that the rewards could create better employment relationships, loyalty and the management of the employee turnover of the organization while creating a higher level of productivity among the employees of the organization. When it comes to the different types of the rewards, it is identified that the people could be defined them as financial and non-financial rewards which could support the overall development of the business organization as well as the personal needs and wants of the employees of the organization. It is understood that many people are referring the salary, bonuses and other key financial considerations as the rewards while there could be two major categories when it comes to the rewards including the extrinsic rewards and the intrinsic rewards.(Management Study Guide, 2019)

References

.M.Fapohunda, T., 2011. THE GLOBAL ECONOMIC RECESSION:Impact and Strategies for Human Resources Management in Nigeria. International Journal of Economics and Management Sciences, 1(6).

Adewoye, J. O. & Obasan, K. A., 2012. The Impact of Information Technology (IT) on Human Resource Management (HRM): Empirical evidence from Nigeria Banking Sector. Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria. European Journal of Business and Management, 4(6), pp. 28-37.

Ali, A., 2013. Significance of Human Resource Management in Organizations: Linking Global Practices with Local Perspective. Researchers World, 4(1), p. 78.

Allen, M. R., Ericksen, J. & Collins, C. J., 2013. Human Resource Management, Employee Exchange Relationships, and Performance in Small Businesses. Human Resource Management, 52(2), pp. 153-173.

Anon., n.d. Human Resource Management Review. s.l.:s.n.

Anyim, F. C., Ikemefuna, C. O. & Mbah, S. E., 2011. HUMAN RESOURCE MANAGEMENT CHALLENGES IN NIGERIA UNDER A GLOBALISED ECONOMY. International Journal of Economics and Management Sciences, 2011(4).

Bahuguna, P. & Kumari, P., 2010. Strategic Human Resource Management & Organizational Performance. [Online]
Available at: https://igi-global.com/chapter/strategic-human-resource-management-organizational/41102
[Accessed 29 12 2019].

Becker, B. E. & Gerhart, B., 1996. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), pp. 779-801.

Management Study Guide, 2019. Human Resource Management (HRM) - Definition and Concept. [Online]
Available at: https://www.managementstudyguide.com/human-resource-management.htm
[Accessed 29 12 2019].

Management Study Guide, n.d. Human Resource Management (HRM) - Definition and Concept. [Online]
Available at: https://www.managementstudyguide.com/human-resource-management.htm
[Accessed 27 9 2019].

Impact of Globalization over Human Resource Management

With the development of businesses and the different needs and wants of the people, it is identified that the business organizations are trying to capture a better market through the existing limited resources. In that sense, the limited supply of the resources are driving towards the globalization where the business organizations are focused over expansion of their operations into different geographical locations with the aim of having better accomplishments in terms of the profitability and long term sustainability. In that case, it is identified that the availability of the labor, skills and other resources are creating more incentives over becoming multi national organizations.(.M.Fapohunda, 2011)

The multinational organizations are mainly focused over establishing processing plants, operational centers and factories in different geographical locations in order to get a better advantage mainly from the labor cost(Adewoye & Obasan, 2012). However, it is identified that the managers who involve with the human resource management will experience many significant challenges when it comes to the management of the people. Differences of the cultures, languages and social status are creating major challenges when it comes to the management of the people in a globalized environment. It is identified that there could be different people segments and groups which do not showing a clear matches between other groups while creating major issues in terms of accomplishing the goals and objectives of the business. Furthermore, the training and development also could create a major challenge for the multinational corporations. In this case, the skills and capabilities of the people could not see in a similar format where the people may required to undergo with many courses and programs to improve their required skills and capabilities to support the organizational success.(Allen, et al., 2013)

In addition to the above, the legal barriers have been identified as another key issue where the people management could be significantly affected. In this case, the organizations required to understand the fact that the compliance with the given legal framework and governance requirements are essential which is a inherent risk for the business(Ali, 2013). Hence, management of the required level of compliance with the business and its legal requirements will be difficult when it comes to the globalized human resource management function. Accordingly, the development of a formalized and standardized operational procedures for the human resource management and development would be difficult for the organizations. (Bahuguna & Kumari, 2010)

Based on the above discussion, it is identified that the people management in the globalized environment would be challenging task for the human resource management professionals in the multinational corporations.

References

.M.Fapohunda, T., 2011. THE GLOBAL ECONOMIC RECESSION:Impact and Strategies for Human Resources Management in Nigeria. International Journal of Economics and Management Sciences, 1(6).

Adewoye, J. O. & Obasan, K. A., 2012. The Impact of Information Technology (IT) on Human Resource Management (HRM): Empirical evidence from Nigeria Banking Sector. Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria. European Journal of Business and Management, 4(6), pp. 28-37.

Ali, A., 2013. Significance of Human Resource Management in Organizations: Linking Global Practices with Local Perspective. Researchers World, 4(1), p. 78.

Allen, M. R., Ericksen, J. & Collins, C. J., 2013. Human Resource Management, Employee Exchange Relationships, and Performance in Small Businesses. Human Resource Management, 52(2), pp. 153-173.

Anon., n.d. Human Resource Management Review. s.l.:s.n.

Anyim, F. C., Ikemefuna, C. O. & Mbah, S. E., 2011. HUMAN RESOURCE MANAGEMENT CHALLENGES IN NIGERIA UNDER A GLOBALISED ECONOMY. International Journal of Economics and Management Sciences, 2011(4).

Bahuguna, P. & Kumari, P., 2010. Strategic Human Resource Management & Organizational Performance. [Online]
Available at: https://igi-global.com/chapter/strategic-human-resource-management-organizational/41102
[Accessed 29 12 2019].

Becker, B. E. & Gerhart, B., 1996. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), pp. 779-801.

Management Study Guide, 2019. Human Resource Management (HRM) - Definition and Concept. [Online]
Available at: https://www.managementstudyguide.com/human-resource-management.htm
[Accessed 29 12 2019].

Management Study Guide, n.d. Human Resource Management (HRM) - Definition and Concept. [Online]
Available at: https://www.managementstudyguide.com/human-resource-management.htm
[Accessed 27 9 2019].