Global HRM

Rapid changes in technology have affected businesses in more ways, from globalization and organizational adjustments to a workforce looking for remote and mobile job opportunities and human resources has had to adapt swiftly. If HR wants to continue to play a critical role in helping businesses anticipate and manage organizational change, HR must-have technology at its core. (Biro, 2016) Attracting, retaining, and motivating employees, meeting the demands for a more strategic HR function, and managing the “human element” of technological change in the future has been enabled by advancements in IT to meet the challenges of HRM (Ashbaugh and Miranda, 2002). HRMS can meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented by leveraging information technology (Snell, Stueber, and Lepak, 2002). Mobile Technology Cloud security  makes it easy to limit access to information. At the same time, cloud-based mobile platforms allow ind

Armstrong, (2009) performance management defined as a systematic way of improving the performance of individuals and teams in the Company to improve the overall performance of the Company. Performance management is the foundation for employee performance and engagement.  It is a developmental tool used for all round development of the employee and the organization.   The process includes setting clear and specific expectations and providing specific and ongoing feedback both informal and formal. According to the Dessler,(2013) Performance appraisal means evaluating an employee’s current and or past performance based on a performance standard of an employee. By some estimates, more than one-third of U.S. companies are doing just the traditional appraisal process. Early adopters in the industries like Gap, Lear, Oppenheimer Funds and even General Electric, the longtime role model for traditional appraisals. As you might expect, technology companies such as Adobe, Juniper Systems, Dell

Talent Management Talent management is the pool of exercises which are concerning to drawing in, choosing, creating and holding the best workers in the strategic roles. (Scullion & Collings, 2011). According to the CIPD (2017), Talent management tries to attract, recognize, create, draw in, retain and send people who are thought about especially important to an organisation. By overseeing ability deliberately, an organisation can manufacture a superior working environment, encourage learning organisations, increase the value of their marking plan, and add to a decent variety of administration. Every employee has different talents which is required for the organization to perform various tasks. Hence talent can be found anywhere within the organization. (Baqutayan, 2014) But companies should be very mindful & practical when dealing with the employee talents in order to achieve their business objectives. (Morgan and Jardin, 2010) companies are embracing best glob

Career planning and Management: Career planning is a progressing procedure through which an individual defines profession objectives and distinguishes the way to accomplish them. The procedure by which people design their work life's is alluded to as profession arranging. "Career planning is a procedure of methodically coordinating profession objectives and individual abilities with open doors for their satisfaction." (Schermerhorn: 2002)  career planning is the procedure by which one chooses vocation objectives and the way to these objectives. career development is those individual upgrades one attempts to accomplish an individual career plan. According to Armstrong, M (2009) career management is the way toward planning and actualizing objectives, plans and techniques to empower the organization to fulfil representative needs while enabling people to accomplish their career objectives. Along these lines, because of this career planning and development is vital fo

Learning and Development for Today…    Learning and development, is a component of HR, aims to improve group and individual performance by increasing skills and knowledge.   Some of an organisation’s talent management strategy is designed to streamline teams and individual goals and performance with the organisation’s whole vision and objectives. (CIPD 2015    Today’s workforces are designed for speed and flexibility. To achieve these goals, organizations are using more part-time, counsel-based specialists to subsidiary their internal staff. In today`s on-demand world, employees required training at the movement they need it, are they need to ail with their style and knowledge.         Learning and development more broadly define by the Harrison (2009) as "The primary purpose of learning and development as an organizational process is to aid collective progress through the collaborative, expert and ethical stimulation and facilitation of learning and knowledge that support

Workforce diversity is a valuable asset for any business that a competitive advantage in the global economy. As per the Roosevelt (2001) managing diversity in the organization will create a strong and competitive enterprise and within the industry. Stephen Butler, the co-chair of the business higher education forum, believes is an enviable competitive asset. Robinson (2002). Black enterprise (2001) Saied managing diversity is a key component of effective people management in the workplace. Some of the key characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that embraces diversity can broaden skill base and become more competitive and innovative. Workforce diversity has become many numbers of benefits and challenges. Workforce diversity includes the differences and similarities of the employees. Organizational performance is the extent to which the organizational objectives and goals are being ac