Human Resource Management in the Uk Essay Example | Topics and Well Written Essays - 1500 words

Human Resource Management in the Uk - Essay deterrent exampleThe HR department must know how to measure performance in a global boundting. The HR staff must pursue talent circumspection initiatives for executives. The HR staff must revamp organizational capabilities and competencies to enhance the performance of company employees. The HR department must help the employees identify with and actively encourage for corporate global brands.In addition, international joint ventures, transfer of knowledge and strange direct investment also pose several challenges to HR staff. The perennial challenges refer to subsidiary to Company Headquarters relations and the management of expatriate employees. (Sparrow et.al., 2004).The effective deployment of human resources is a strategy which helps firms attain competitive advantage. The HR departments of UK companies do to the needs of the firms as these participate in global competition. (Sparrow, et. al., 2004).Most UK companies start opera tions in the domestic marketplace. This set-up demands that all of the firms facilities, employees, and customers within the boundaries of one country. In this context, employees may differ to a certain degree in terms of their regional or ethnic origins nevertheless the pool of employees is homogeneous. International firms look their international markets as part of their domestic operations. This strategy requires that firms enter international markets by building production facilities in foreign countries. Multinational firms build facilities in different countries to fudge use of costs and production efficiencies. The HR problems tackled by multinational companies are similar to those faced by international companies. The HR department needs to consider the cultural, financial, legal, and economic linkages of several countries. (Sparrow, et. al., 2004). Transnational firms utilize modern, high quality products and services at minimum costs. These firms combine the strength o f global efficiencies with local responsiveness. Transnational companies distinguish in economies of scale and emphasize flexibility and mass customization of products. In this set-up, HR systems should encourage flexible production create synergies through the cultural differences. Multinational firms fall facilities in a particular country to tap that countrys market. The transnational firms take into account the cultures, political, legal and economic framework to choose locations around the globe. These firms have eightfold headquarters spread across the globe, which redounds to less hierarchy, hence, emphasizing decision-making. These HR systems attract, train and retain executives who are not only competent in cross-border transactions but are also competent in decision-making in flattened organizations. In a transnational firm, the HRM issue is to identify strategic advantages of a given set of labor resources. (Sparrow, et. al., 2004).In a study by Deirdre McCaughey and N ealia S. Bruning (2005) global corporations such as McDonalds and Hewlett Packard derive more than 60% percent of their revenues from international operations. The HR departments of these companies hire employees for foreign assignments as a strategic human resource strategy (Brewster, 1997). The assignment failure of expatriate employees is due to the failure of the HR Department to provide study to engage with people from varying cultures. Other