Operation of the multinational companies along with varying nature of human resource policy and procedure.

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Question: Discuss Multinational firms and their human resources

Answer: The study is to focus on the operation of the multinational companies along with varying nature of human resource policy and procedure as the demographic condition, social political and cultural structure are different in various parts of the globe. A theoretical study is to be conducted on the procedures and policies of the international firms and their operating capabilities with the human resources. The focus is to be laid on the inclusivity, diversification, ethical practices and the study will also explore how the multinational companies focus on the elimination of race, gender, and bias, religious bias and legal implications. The study is to incorporate the policy and procedures related to the employee's rights, salary, employment law and issues. There are companies which operate globally, but while operating globally, they require focusing on the management of human resource to effectively control and manage the issue at the international level. HR polices are made different from what is adopted in the native land.

Multinational firms and their human resources
World economies are largely continuously affected by the negative and positive impact of process of globalization. The companies have to face stiff deregulation in most industries with elimination of boards. The companies in the recent time working in different parts of the globe without the restriction of the boundaries frame the HR policies which are more liberal and associative (Chung, Brewster & Bozkurt, 2020). The flexible global framework has facilitated the capital movement within the open market model. The companies are moving beyond boundaries to focus on seizing the growth opportunities. In the process of expanding the area of operation, the companies have to face the stiff challenges in the field of HRM. The company's stability largely depicts on the aspects of loyalty and commitment among the employee in the HRM.

The Japanese's multinational companies value loyalty more than anything else. The companies establish their subsidiaries in the various local markets crossing the boundaries of the physical barriers. The companies have to focus on the local characteristics while the company focuses on the internationalization of business (Bos-Nehles et al., 2017). The Japanese companies depicted the low turnover and reduced absenteeism through the effective employee satisfaction method employed in the HRM policy while internationalizing the companies. The cultural context of the country enhances the employee commitment and employees loyalty within the organization. The demand of the company is commitment more than anything else and it is intimately connected to the personal commitment of the employees.

The japans companies train the workers in such a fashion that they are found to have less focus on the change of their job. It became a success factor of Japanese economy (Furusawa, Brewster and Takashina, 2016). When the companies move away from the physical barriers the method of the core HRM remains the same, but there is a significant change within the HRM policy and procedures. The global HRM system displays the efficiency in management, and the efficiency of the employees largely influences the efficiency of the employees as it has been indicted by the Henri Fayol. The recent global crisis has brought about significant change within the global HRM policy and procedures followed by the multinational companies.

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