In the case study internationalization and cross-cultural expansion of a local manufacturer: Barden (US) and FAG (Germany), Barden had a need to increase its labor force during a time of low unemployment. Barden had to become creative in their ability to locate candidates, one way was to increase their candidates was by recruiting recent immigrants, Barden hired many immigrants during this time but found many spoke little or no English. In order to get them prepared to successfully contribute to the company Barden hired a language training firm to train these new employees. The training had many benefits for Barden and the newly hired employees. Hiring immigrants can be beneficial to companies to fill vacant positions especially in in multinational
The rapid globalisation has made the process of expatriation quite common which involves selection, training, preparation and monitoring performance of managers. MNC’s are securing their interest in the market with an effective international human resource management. Therefore, selecting an appropriate and skilled manger for abroad assignment is very important. But, doing work overseas is not an easy task because of the chances of incompatibility of the company’s human resource policies. Most of the MNC’s are deputing employees outside from their home country which alerts the need of human resource management to have a correct approach towards their employees from different cultures and backgrounds which also brings certain challenges and
It has been found that agile organizations tend to empower and encourage their employees more to improve, explore and innovate. In such organizations, the cross-pollination of thinking and people among various disciplines and industries is very common, which ultimately contributes to organizational as well as professional agility. On the other hand, organizations bounded by process and hierarchy often find it difficult to take the full advantage of evolving and emerging market opportunities and situations. Therefore, quite understandably, their market position erodes. Say for example Kodak who was unable to move into the digital space well on the time to retain its market leadership position.
Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might become an obstacle for achieving organizational goals. Therefore diversity can be perceived as a “double-edged sword”. (Barbara Mazur, 2010) Performance management (PM) is a very important process of human resource management(HRM), in general.
Jobs that consist of working abroad or establishing markets may seem challenging, but it is what creates a base for a good company and often a reasonable economy. Again, in order to establish a good company or relationship, it is crucial that one can stick with and develop skills and benefits with an additional language. In general, the basic benefits, structure, and mobility that an additional language can provide seems a lot more rewarding in the long
The PMP certification offers a competitive advantage; open avenues for better work opportunities and enhances the potential to draw more salary than the Non-Certified project managers. To make an investment in this professional certification will be a wise long-term decision for a successful
In a world wherein business profits is important more than anything else, employers should be reminded that profits are gained due to the knowledge, skills and expertise of its workforce. Without their effort to create ideas, products etcetera, companies will not prosper. Because of these reasons, further education and development is significant not only to the employees but to the company as well. A. Further Education provides opportunity especially to existing employees.
Frankly said, students will start applying for jobs once they graduate from their alma mater, however, with the knowledge they have themselves are not enough to suffice the job requirements they are applying for. To illustrate this point, employers nowadays are seeking for job applicants that can not only write and read foreign languages, but to speak fluently in order to survive in the career world that is becoming more and more globalize. For instance, they will be able to communicate in several languages and cross cultural barrier if they were to be assigned to attend a meeting overseas. Moreover, being multilingual can expand career potential because it is a way to indicate a person’s openness towards diverse people, intelligence, flexibility and decision making skills which totally appease companies hiring plan these days, hence a graduate student with bilingual skills tend to stand out more than those who are monolinguals. All in all, it was said that those who have a wide knowledge of foreign languages will more likely to have a more exciting job opportunities than those who do
1. It’ll be good for your resume. Many big companies tend to expand their businesses and to work with foreign colleagues. That’s why they are interested in employees that can speak a different foreign language. Yes, you may be a professional with years of experience and amazing skills, but still, knowledge of another language will be a plus.
The major difficulties that companies face are geopolitical issues, working successfully in multinational groups, moral and environmental concerns, the foibles of worldwide supply chains and the always present need to understand cultural backgrounds. Human Resources Management (HRM) comes head on with a lot of these challenges having as a goal the reinforcement and the improvement of the effectiveness and the organizational performance. They have to introduce new tactics that lower the expenses and aim to make the employees give their best efforts. This brings more competition which means there is a need for better performance by increasing the competitiveness and loyalty of the employees. More specifically, HRM must overcome any barriers that might come up to globalizing such as employment policy, poverty, limited education and technology, culture or even