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Human resource policies and practices worldwide
Human resource policies and practices worldwide
* Dr.Shanmukha Rao Padala and Dr.NVSSuryanarayana **
Concept of human resource policies and practices:
A policy is a plan action. It is a statement of intent to commit the management of a general course of action. When the project management policy statement to cover some of the characteristics of its personnel programs, instruction can often contain an expression of philosophy and principle as well. While it is perfectly legitimate for an organization to include its philosophy, principles and politics in the political expression of one, it is desirable for a management student human resources to separate the beginning of a policy. The following statement is an expression of a principle or an objective, "that is the intention company to provide a strong plant and healthy work environment. "
The statement is too general to be any use. A statement policy on the other side is more specific and undertakes the management of a defined course of action. The following is a policy: "Our policy is to establish all practical methods for security engineering our processes and equipment, to provide protective clothing where necessary, to train employees in safe operating procedures, and to vigorously enforce safety standards. Our policy is to provide a plant healthy, with due attention to cleanliness, temperature, ventilation, lighting and sanitation.
A policy does not specify the detailed procedure which has be implemented. That is the role of a proceeding. A procedure is in fact a method of carrying out a policy. A policy must be stated in terms sufficiently broad as to be applicable in different situations. Lower-level managers have a policy that should be allowed discretion in the exercise of politics. The circumstances between two departments or sections or nations vary. Before we discuss human resource policies globally, it is necessary to discuss the concept of globalization and its impact on human resource management.
Nature of globalization:
Globalization refers to the integration process economies. However much governments wish to preserve the economic identity, the tendency for powerful integrated national economies is devastating worldwide and counties are falling in line and covering rapid globalization. Whenever Communist China or the Communist Party ruled West Bengal India, anxious to join the economies of the world is the concept now emerging. The evidence of globalization can be seen in the increased level of trade, lights investment and mobility of people around the world. Also called internationalization, the momentum of globalization has been driven by developments several as explained below:
Drivers of Globalization:
Companies try to exploit by expanding their operations in foreign markets in a number of ways. First, the rapidly developing economies with large markets. For businesses, especially in developed countries, which have been operating below capacity, emerging markets offer tremendous opportunities to increase sales and profits. Second Instead, many multinational companies (MNCs) are the location of their subsidiaries in low-wage and low-cost countries to reduce their production costs.
Third, demographic changes also add to the growing globalization. Demographic changes are most visible in the India. The country has the largest number of young people in the world today. India has nearly 65 million children under 15 years of age, and up to 400 million people under 23. These young people will join the work force for employment in the coming years. Therefore, creating a wave hanging productivity, incomes and savings. India has a great low-cost skilled labor. This survey work is planned to limit largest increase in rates over next 20 years. Furthermore, India has a high availability of engineers, producing more than 400,000 each year, next only to China 4,90,000 and almost 25 times that of Thailand 17,000. in addition to engineers, India produced 850 000 graduates each year and more than 70,000 certified professionals in professional skills.
, Fourth Regional Trade Blocks is adding to the pace of globalization. WTO, EU, NAFTA, Mercosur and the FTAA are some of the major alliances between countries. trading blocs seek to promote international business to minimize barriers to trade and investment., declining investment and trade barriers Quinta have greatly contributed to globalization. Sixth, the most powerful instrument of globalization is triggering technology. Revolution is probably the correct word that best describes the pace at which technology has changed in recent years and is continuing to change. Significant progress has been been in communication, transportation and processing of information, including the emergence of the Internet.
The overall image:
When it comes to business, the world is indeed becoming a smaller place. More and more companies are operating across geographical and cultural boundaries. While most have adapted to the global reality in their operations, many are lagging behind in the development of human resources policies, structures and services that globalization support. The human resource function faces many challenges during the process of globalization, including the creation of a global mindset within the human resources group, building practices that are consistently applied in different places and offices while maintaining the various local cultures and practices, and communication a consistent corporate culture across the organization. To meet these challenges, organizations must consider the human resource function not only as a service administrative, but as a strategic business partner.
Companies should involve the human resources department in developing and implementing strategies business and individuals. This type of partnership is necessary if an organization wants to change potentially inaccurate perceptions of human resources and to reiterate the HR function the purpose and importance through its global environment. The organizations also discovered that human resources can be invaluable in facilitating the development of a corporate culture and the pursuit of unification and to cultivate leadership talent as needed throughout the world.
The globalization of resources, both human and otherwise, is a challenge for any company. Organizations must realize that its global human resources function can help them use existing human talent across multiple geographic and cultural boundaries. International organizations should assist and integrate their human resources function to meet the challenges face if they want to create a truly global workforce.
Globalization and management:
A change important and subtle has been in the field of management practices. While management is well researched and documented in Western countries as well in EU countries is not the same with the group of Asia-Pacific countries. The ability or the cost advantages that drive globalization efforts also influence in the way people are managed in enterprises. The major management personnel "(Theory X) approach has given way to" human resource management "(Theory Y) approach. The autocratic style feeding systems aware hierarchical position "is quickly replaced by the organizational structures flat, driven by competition and a greater decentralization of decision making and problem solving organizational hierarchies. The individual in a position power, driving policies and processes have evolved rapidly in the methods of team-based management of collaboration. Another significant change in management methods initiated by globalization that occurred in the field of organizational leadership. A new generation of leadership skills, styles and methods have evolved. The direct approach shirt define certain styles of leadership "good and evil" has been replaced by multiple theories support to a variety of leadership styles. leadership today is associated with the particular phase in the life cycle of an organization, industry specific and increasingly Leaders are hired to achieve a very specific goal for a multinational.
General challenges for the HR function global human:
Functions such as operations, sales and marketing in general have made great progress in adapting to global reality. However, the HR function is usually a delay in the development of policies and structures that support globalization. The major resource challenges human faces in the process of globalization include:
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Coordination of activities in many different places.
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Understanding the constantly changing global competitive environment.
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Building a global consciousness in all human resources departments and divisions.
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Creating a multicultural human resources team.
About the Author
*Dr. Shanmukha Rao Padala : Isworking as Faculty in the Department of Commerce and Management Studies, Andhra University Campus, Vizianagaram. He participated in several National and International Seminars, Workshops, Symposias, FDP Programmes and published rich number of articles in reputed journals. E-Mail: srpadaslaau@gmail.com and Mobile : +91 94403 23606.
**Dr. N.V.S.Suryanarayana : The author is an eminent person in the field of Education. Presently he is working as Faculty in the Department of Education, Andhra University Campus, Vizianagaram. He has rich experience in the field of Teacher Education about a decade at Post Degree and PG level. E-Mail: suryanarayana_nvs@yahoo.com, Mobile : +91 94403 48609,
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