Hman Resource Management: Evaluating Global Selection And Recruitment (Staffing) (Research Proposal Sample)
Hman Resource Management Research Proposal Assignmentsource..
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Evaluating global selection and recruitment (staffing) as an integral function of international human resource management
This paper aims to investigate and analyse how International human resource management deals with the recruitment of employees. As the world continues to experience rapid globalisation, the function of staffing has become overly critical to enhancing competitive advantage. Besides, the global labour regulations affect the hiring process in the global economy, therefore, necessitating inclusivity of these regulations in the organisation's Human Resource policies.
This research paper will adopt a qualitative research strategy to try analysing and evaluating the appropriate approach for global recruitment and staffing. The study will use a descriptive research design enhanced by the analytical strategy to address the research objectives which are establishing the common global staffing approach, evaluate challenges and factors influencing global selection and recruitment. The paper will seek to collect data through administering a questionnaire to HRM department employees of several multinational companies. The information obtained will be analysed using IBM SPSS and Microsoft Excel for further insight.
The research program is proposed to run from April to August. During the process, the ethical issues such as confidentiality and consent will be observed to enhance the reliability and validity of the research process. Without a doubt, the research process is expected to encounter various challenges including time constraint, ethical issues, and complexity in assessing information.
Globalization is taking momentum as more businesses seek to expand their territories to foreign countries in search of better markets, labour, technology, and raw materials. The result is increased dynamism in international business as markets are open for domestic and foreign competition. Due to highly paced globalisation, managing the global business spectrum is becoming overly complicated as organisations seek to find and or retain competitive advantage (Bagchi, Vimi & Sindhu, 2011,p.6). Therefore, the priority of the management of multinational firms is to discover and develop suitable and capable human resources to cope and excel in the highly competitive global market. Effective and efficient human resources are vital in implementing the comprehensive competitive strategy.
International human resource management (IHRM) implies the procurement, allocation, and utilisation of human resources in a multinational corporation. IHRM has the task of identifying and evaluating how Multinational corporations (MNCs) operate and manage the diverse workforce to enhance leveraging HR resources and competitive advantage (Sirisha, 2007). The global markets necessitate IHRM to prepare policies and practices which are flexible such that they will significantly agree in different countries. Globalization has made Human Resource for expanding into international markets more critical to managing their limited resources.
Different countries have varying policies regarding employment through various regulations. For instance, Government regulates federal minimum wages, and this might surpass organisations ability to employ both native and abroad employees. Besides, the government controls the licensing of workers through work permits (Williams, 2018). Some governments also legislate the minimum indigenous employees acceptable in a particular organisation. These, therefore, put the IHRM of any corporation in a vexing situation since they have to consider and evaluate all the external and internal factors that influence the hiring decision. Therefore, bearing the challenges faced by IHRM, it is of the essence to research on the dynamics of the International human resource management hiring process. This paper seeks to analyse and evaluate factors, regulations, and challenges considered in the hiring process, a crucial step to provide organisations with insights in drafting, conceptualising, and operationalising HR policies and practices and hiring decisions.
The expatriate topics is the primary focus of research on global staffing and international Human Resource Management. The scope of IHRM studies should be expanded to incorporate other areas which are of essence to MNCs. The strategic and operational aspects of MNCs are not only changing in the operational functions but also in global staffing. Researchers have started conducting researches in the field of global staffing as the area has grown considerably due to rapid transformation (Collins and Scullion, 2009). Besides, the scope of global staffing is changing from the early focus on top management attitude to staffing decision. It is evident that there exist gaps in global staffing function of IHRM. It is therefore imperative to conduct further research to explore the area to bridge the gap through better insight hence the need for this research paper.
Literature Review and Assessment
This chapter contains a review of empirical studies and relevant literature that expounds on how International Human Resource Management deals with the hiring of employees. The section critically highlights and discusses past studies pertinent to the research problem under investigation.
Human Resource Management can be described as the process within an organisation that focuses on the recruitment, management, and direction of employees within an organisation. For successful operations, HRM provides the necessary expertise including talent management, legal and management advice, training, and coaching (Heathfield, 2017). Besides, HRM promotes organisation culture by overseeing and facilitating team building, inspiring employee empowerment, and training and development. HRM has revolved; the focus is shifting to the strategic and comprehensive management of people which fosters workforce culture and environment as compared to traditional personnel, and transactional role. On the other hand, IHRM is managing HR at the international level. IHRM can be described as activities that facilitate management of organisation's human resource at international level with an aim to achieve organizational strategic objectives and competitive advantage at a national and international level over competitors (Saleeth, 2010).
IHRM is concerned with the management of MNCs human resources, and it involves managing three types of employee. These employees are home country, the host country, and third/other countries. Home country /Parent Country ...
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