International HRM Term Paper Example | Topics and Well Written Essays - 750 words

International HRM - Term Paper ExampleIt is a abundant idea to offer HRM consulting services to private-sector employers located in England and France. It leave alone diversify the operations of the organization and will open up new opportunities for growth and development. By all means the organization must go ahead with this curtain raising as companies all over the world are looking for HR consulting organizations to process them with managing global workforce. Global cultural competencies will definitely grow and this is a great opportunity to cohere ahead of the competition. At the same time there are various issues that admit to be considered for this initiative to be successful. First and the foremost, it is an obvious fact that HRM has only been a part of the organization and not the affectionateness business. The core business of the organization has been IT consulting hence, HR consulting is not the expertise of the company. It also has to be noted that IT consulting has extra clients in the U.S. and Canada. in that locationfore, venturing into an entirely new market with a new service is very risky and calls for caution. There are legion(predicate) factors that need to be considered and acted upon for the company to be prepared and competent in secern to meet the needs of clients in England and France. The current HR squad will not be comfortable to handle the workload and, hence, new recruitments are essential. The HR team will not be addressing issues with paying attention to internal employees but employees of clients which are internationalist organizations. Hence, now qualified HR professionals need to possess numerous essential competencies, such as knowledge of HR strategies, models, methods and techniques problem-solving skills pot management skills and, finally, the ability to adapt to international contexts (Tyler, 2011). An some other crucial requirement regarding HR personal is the development of global mind-set. When deali ng with people from antithetic cultural backgrounds it is essential to ensure their culture. Hence, HR personal needs to be taught global mind-set skills, take down though they will be working from offices and visiting the client sites. In order for our HR team to manage or consult on issues with respect to international workforces, there are three cardinal aspects they need to be good at self- consciousness, second languages and multicultural savvy (Tyler, 2011). It is very important to envision that the above factors are taken into consideration while hiring new HR personnel. HR professionals with an international HR degree would be handy for this project but it is not an absolute necessity. There is no need for a compulsory HR degree courses but it is essential for professionals to at least attend workshops that goal from a day to a week. Such workshops, which focus on topics related to globalization, are vital as they help HR professional to better understand internationa l cultures (Tyler, 2011). There are various other factors that need to be considered, such as cultural faux pas. What is considered as good manners in one culture might not be the same in another culture. Hence, cultural power becomes vital when dealing intercultural organizations. Cultural competency is the ability of an individual to effectively interact and communicate with people from different cultural backgrounds (Tyler, 2011). Effective HR personnel are those who are not only aware of ones background, views, as well as preferences and bias but also of the whole pass around of other important nuances. Only then he/she will be able to effectively understand and manage the human resources in the 21st century organization. Second language acquisition is another important aspect of cultural competence. For example, while dealing with clients from France, it is important to be able to communicate in French. genius management is a challenge with respect to international managemen t as different practices are busy in different cultures and this leads to divergence of ideologies. Various factors, such as