Influence Decision-Makers

 If an organization considers its employees to be human assets, training and development represents an ongoing investment in these assets and one of the most significant investments an organization can make. Training involves employees acquiring knowledge and learning skills that they will be able to use immediately; employee development involves learning that will aid the organization and employee later in the employee’s career. Many organizations use the term learning rather than training to emphasize the point that the activities engaged in as part of this developmental process are broad based and involve much more than straightforward acquisition of manual or technical skills. Learning implies ongoing development and continuously adding to employees ‘skills and knowledge to meet the challenges the organization faces from its external environment. A focus on learning, as opposed to training, emphasizes results rather than process, making such an approach more palatable to senior executives. Any kind of employee learning that is not reinforced by the organization’s reward system has little chance of impacting employee behavior and performance.

Assignment:

Respond to two or more colleagues, “See listed below” in the following way:

· Propose two suggestions on something your colleague can do in the future to positively change the behavior they identified.

· Provide a rationale for your suggestions based on your experience and the Learning Resources for the week.

· 3 – 4 paragraphs

· No plagiarism

· APA citing

Gregory Pace 

Discussion Week 4:  Global HRM vs. Domestic HRM

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When deciding to expand an organization globally, several factors come into play that are critical to the success of the organization. Domestic human resource management deals with issues related to employees belonging to single nationality. 

Global human resource management requires a broader addressment of a range of functional areas. Global human resource management requires assessing the financial aspect of expansion, taxation, foreign currencies, exchange rates and compensation plans. It also requires more involvement into its employee’s personal life. The organization also has the task of setting up different human resource management systems for different geographic locations. Organizations are forced to deal with more complex external issues that might arise from foreign governments both political and religious. Heightened exposure to risks is also a concern in global human resource management. The health and safety of the employee and their family is of great concern. Terrorism and potential legal issues of the employee in the host country are high. 

National culture can have a significant effect on an organization’s ability to implement strategic HR. Establishing general HR policies for day-to-day management of employees abroad requires the standardization across the organization for all locations.  The first step in addressing strategic human resource management globally is the organization establishing the specific purpose of the assignment. Once this has been determined, the organization must assign the appropriate employees for task completion. The employee(s) and their family’s ability to adapt to the host culture is the single greatest failure the organization faces. Local culture issues and corporate issues may also arise and can affect the company globally. There is also the challenge of training the employee and their family, language barriers, and performance management. 

The final issue in global human resource management is repatriation. It has the greatest impact on the return on investment made in employees sent abroad. Employees often return to home with no clear assignment, having to adapt to changes that took place while on assignment, and feeling a loss of autonomy. The organization’s reaction to the employee’s return will have a significant effect on repatriation. 

Although the principles and processes of strategic human resource management are universal and apply to all organizational settings and cultures, an organization’s whose strategy involves multinational operations face additional challenges in ensuring the success of global assignments.

Mello, J. (2013) Strategic Human Resource Management. Cengage Learning

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2nd Colleague – Tammy Grider

Tammy Grider 

Week 4

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Hello class!

I will be answering the second question for this week discusssion. In order to build a new professional relationship with an employee, and employer would have to take the time to get to know thier employees. This would include them talking to know, getting to know their interests and see how they feel about the organization they are working for and determine rather or not that employee will have a future with that organization and how the organization would benefit from placing this employee into a higher position.

People may work for an organization but not have the organizations best intrest at heart and only plan on doing the bare minimum. Getting to know your employees and where their head is at will assist in making the offer to have them come in for an interview or not. Just because a person works at a compnay and apply for another position does not gurantee them an interview. Knowing your employees will determine who is the best fit and who is not a best fit. 

Another thing an employer can do is train all of thier employees to be prepared for the next level and do assessments and evaluations to see who is serious about advancing and focus their attention on those employees who are truly committed to going to the next level in the organization they are with. 

Another thing an employer can do is not show favorites on the job and be fair and impartial when offereing rewards and punishments. This shows employees that the organization they are with treats everyone the same and no one is above corrections. In alot of organizations, especially the Army, they do not do this. It appears that the Soldiers who do not do thier job get away with murder and the Soldiers that do thier job get thier overloaded woth their job aas well as the job of the person that is slacking and that is not fair. So being fair with all employees is a way to turn things around and gain trust.

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