Human Resources Management (Research Proposal Sample)

Heading: HRM Your name: Course name: Professors’ name: Date Hello,you answered two questions from the guideline instead of the questionsin red in the document.You only answered one question right, kindly delete the first part ofthe work (Two questions from the guideline) and answer the rightquestions in red, or simply use the two pasted below which are also inthe document. Use the document uploaded as I have corrected thereference page.Q1- What do you think is the main HR challenge facing Westernmultinational firms operating in emerging economies, and why?Q2-To what extent do the disadvantages of outsourcing the humanresource function outweigh the potential advantages?Q3-To what extent is strategic human resource management possiblewithin international firms to overcome problems of coordination andcontrol? Part 1 Answer to Question 1 Globalization has influenced international relations and transformed the way various economies operate and perform in the present day’s multilateral trade. It has made the world into the so called a global village with the integration of modern information technology and communication. The other aspect of globalization apart from information technology is the formation of international trade organizations such as UNTAD and COMESA. As globalization influences the state of international relations, it causes movement of world population from one country to another, thus causes unique pattern of human resource composition in different countries. This study specifically discusses the impacts of globalization in relation to China and the resultant effect on human resource and employment relations. China has been classified among the world economic drivers as the most populated country in the world, followed by India (Taylor et al 2003). China has at the same time had a large number of their citizens traversing the other parts of the world as expatriates in medical institutions, engineering plants and agriculture. China for example sends an annual average of between 600 and 1500 of its citizen to work in other countries. India on the other hand does not send expatriates to other countries, but the country suffers from serious joblessness among its citizens. According to recent studies, approximately 30 % of India citizens do odd jobs and about 10% are completely jobless. Globalization is therefore very important in that it enables countries to find mutual benefits and solutions to economic challenges related to human resource management and employment. Social Trend When the supply of human resources is higher than the available job opportunities, the demand goes down, and thus a country cannot provide adequate spaces for all citizens. The solution to the human surpluses in China lies in globalization. The freedom to seek employment opportunity is a great contribution of globalization. Another benefit of globalization is the freedom to acquire quality education from other countries. China has been one of the preferred countries for quality of higher education. It has developed qualified human resources for other countries, and boosted the quality of works in the beneficiary organizations (Zhang & Li 2009). Apart from offering distance learning opportunities, Chinese government partners with other universities worldwide for the purpose of developing education curriculum and for developing special career capabilities in students worldwide. This has promoted the quality of Human resources that work in China and also enabled China as a country to benefit by acquiring employment opportunities for its citizens. Political Trend China has had a bad relationship with the leading economies especially the United States of America due to the struggle for common markets for their products and also for diplomatic ties with the rest of the world. United States of America and the United Kingdom have repeatedly accused China for being involved in the preparation of Nuclear weapons. This notwithstanding, the reputation of China in the East has never been corrupted. In fact, China has managed to develop diplomatic ties with more countries. Theoretically, United States of America has been considering China as a threat and probably the most economically stable country in the world. In the past, a great percentage of the world human resources moved to the USA in search for employment and education opportunities. The recent trends have shown that the movement is gradually shifting to China, a fact that has caused a lot of struggles between United States of America and China. Indeed, the supply of Human resources in China, together with the Chinese Work Ethics policy has catapulted the economic growth of China to the present state that is the envy of many countries (Gamble 2006). China remains to be one of the most influential economies in the world in terms in terms of Human recourses acquisition and career development. The country does not have any need to acquire expatriates from other nations. It uses the local supply of Human resources, which is cheaper than non citizens. Economic Trend The growing financial stability in China has been a boosting factor in placing China in a recognizable position in the world. The supply of raw materials and affordable Human resources are the contributing factors (Xue 2008). It is an advantage for China to have the largest population, which forms local supply for the dire need of industrial work force. This translates to a huge amount of revenue that the country is able to generate annually. China has applied the policy of diversification of the economy such that it does not depend on just a single product (Gamble 2003). Chinese industries offer various production lines such as chemical factories, electronic industry, foods production, Agriculture, textile, Engineering and construction including automobile industries. By acquiring opportunities for its citizens in other countries, China benefits from the foreign taxes generated from the Diaspora, which further elevates its already strong economy. Answer to Question 5 The future human resource management and employment relation lies in the power of globalization. The emerging trend of international toes between various countries for mutual benefit has become the habit that will most likely continue. The nature of economic depression that countries have faced is lessons to them that a country cannot entirely rely on its human resources. It has become clear that there is an element of specialization and labour orientation that is unique between different countries. Cooke (2004) gives the challenge that the countries have to deal with is in the synchronization of international relations policies. He says they do so to develop a policy that is conducive to all countries having any form of diplomatic attachment. The nature of treatment that a country offers to its citizen differs from the treatment to expatriates and causes animosity between citizens of a country and the non nationals. A recent case in the year 2010 has South African expel football fans at the end of the world cup final match; for fear that they could acquire job opportunities in South Africa at the expense of the jobless citizens of South Africa. Secondly, there has to be common industrial agreements between different countries. There is currently a wide difference between policies of employment in different countries. The processes of human resources recruitment varies from one country to another. The same applies to the regards for workers union, despite the existence of Centre Organization of Trade unions as an international workers union body. The Third very critical issue affecting the future of human resources management is the variations in the quality of education offered across the globe (Ding & Warner 2001). Certain countries such as the United Kingdom and Australia insist on minimum prerequisite standards of education that a person has to attain before qualifying for a visa (Zhu & Warner 2004). This then becomes a constraining factor to a certain classes of people in that they do not have any chance to seek employment opportunities except perhaps in their own countries. The future of Human resources has a lot of issues to deal with in order to strike a form of homogeneity between human resources in different countries. In fact, there are countries that offer high quality job opportunities specifically for the most qualified specialists. This has made many countries especially in the developing countries; lose their best trained professionals to other countries. Along with the education qualities, Walsh and Zhu (2007) reveals that there is an emerging trend of formation of international higher educational institutions, whose degrees and certificates are not internationally recognized. It therefore means that the student or the graduate with such qualifications cannot obtain employments. The government of each country has a duty to protect its citizens from such practices by providing a list of internationally recognized institutions with ISO certification, and which have been approved as valid by the standards of the commissions for higher education. This is a disappointing issue to which many people have fallen victims. The last factor which threatens the future of human resource management and employment relations is the human right issues. There are countries especially in the Middle East, which have the habit of acquiring cheap labour from the developing countries and do a lot of mistreatments to the employees. Saudi Arabia has featured frequently as a country where foreign employees perseveres harsh inhuman treatments from their employers (Cooke 2005). This is a breach of contacts between employment agents and the employees and requires the intervention of United Nations Human Right Commissions. In spite of the challenges to the human resources challenges, globalization promises a brighter future. Technology...