There are many concerns when thinking about the impact by globalization on HR functions, such as recruitment/selection, training/development and performance management. The right people need to be found and put in place of those certain positions, but when thinking on a global aspect of it, there are many more things to take into consideration; such as the culture, language barriers, customs, courtesy’s, laws and policies.
Recruitment/Selection
Recruiting and selecting employees for jobs on the global spectrum is much more difficult than one may initially perceive. According to Indranil (2012), “there are a number of factors on the global spectrum that are beyond the control of the HR department such as the organization size and dimension, …show more content…
Countries outside of the United States can vary drastically in culture, as I know this first hand as I have traveled to many countries throughout Asia, Europe, South America and even to a few spots in Africa. One of the most important values of Hofstede’s in the recruitment/selection function is long term orientation vs. short term normative orientation.’ There are some countries out there where their culture has a strong influence on the everyday life of the individual, as they maintain time-honored traditions and this can have an impact on the individual’s work ethics. For instance, when I was in Germany it was custom that German workers would take longer breaks, and even drink beers on their breaks; which is something most American’s think is odd as we work differently. When I was in Korea I worked closely with some Koreans, and they were very hard workers, that always wanted to please and do their best to everyone. When I was in the middle-east, you would have to give the locals so many times a day for breaks, for prayer and what …show more content…
femininity would have an impact on this function. In cultures with high scores in this value, work tends to be the orientation of life, as it is considered the professional situation and wealth. “One needs to have an understanding around the emotional role distribution as this can be a prime issue in a number of societies” (Anastasia, 2015). My reasoning for this, is similar to what I stated about this value in recruitment/selection function. Countries that have strong religious backgrounds tend to be more modest, and that way of life impacts the individual and what they are willing to do for
Recruitment/Selection
Recruiting and selecting employees for jobs on the global spectrum is much more difficult than one may initially perceive. According to Indranil (2012), “there are a number of factors on the global spectrum that are beyond the control of the HR department such as the organization size and dimension, …show more content…
Countries outside of the United States can vary drastically in culture, as I know this first hand as I have traveled to many countries throughout Asia, Europe, South America and even to a few spots in Africa. One of the most important values of Hofstede’s in the recruitment/selection function is long term orientation vs. short term normative orientation.’ There are some countries out there where their culture has a strong influence on the everyday life of the individual, as they maintain time-honored traditions and this can have an impact on the individual’s work ethics. For instance, when I was in Germany it was custom that German workers would take longer breaks, and even drink beers on their breaks; which is something most American’s think is odd as we work differently. When I was in Korea I worked closely with some Koreans, and they were very hard workers, that always wanted to please and do their best to everyone. When I was in the middle-east, you would have to give the locals so many times a day for breaks, for prayer and what …show more content…
femininity would have an impact on this function. In cultures with high scores in this value, work tends to be the orientation of life, as it is considered the professional situation and wealth. “One needs to have an understanding around the emotional role distribution as this can be a prime issue in a number of societies” (Anastasia, 2015). My reasoning for this, is similar to what I stated about this value in recruitment/selection function. Countries that have strong religious backgrounds tend to be more modest, and that way of life impacts the individual and what they are willing to do for