Global Issues and Challenges in Human Resource Management

E-RECRUITMENT Technology enhancement has a great impact on HR activities. HRM is moving towards E-HRM and companies are using the human resource information system to make their work effectively and efficiently. Nowadays, the Traditional method of recruitment is diminishing and E-recruitment is flourishing.  According to Galhena and Liyanage (2014), Recruitment is the most significant functions of HR, it’s becoming more and more exposed to the internet and many firms are using electronic recruitment system instead of conventional paper-based employee recruitment. There are several terminologies for E-recruitment such as; cyber-recruitment, online recruitment web-based recruitment and internet recruiting.                                                                             ...

WORKPLACE DIVERSITY Diversity can be defined as acknowledging, understanding, accepting, and valuing differences among people with respect to age, class, race, ethnicity, gender, disabilities, etc. (Esty, Griffin and Hirsch, 1995) Greater workforce diversity will undoubtedly present managers and human resource practitioners with new challenges, but it must also be recognized that diversity could contribute to organizational effectiveness and responsiveness. Diverse populations have different experiences, insights, values and approaches to workplace issues, resulting in different perspectives and alternative solutions to work-related problems (Wilson, 1994: 27). Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image. (Esty, Griffin an...

FACTORS AFFECTING EMPLOYEE RETENTION Today’s competitive business environment, it is vital for organizations to recruit competent employees and retain them to gain competitive advantage. Unfortunately, retaining talented employees has become a challenge. If an employee is motivated and satisfied, he/she will create a strong bond with the organization and retain for a long. According to Chew and Chan (2008), there are various ways a company should embrace to maximize employee retention. Providing equitable remuneration to high performers, identifying and appreciating hard work and contributions made by the employees, making the work of employees’ sufficiently challenging and interesting, and providing opportunities for training and bright career. Factors affecting employee retention Roberts and Outlay (2002) say that an effective retention strategy must contain training for the employees. Training programs help employees to develop their skills, competencies and groom the...

TALENT MANAGEMENT Talent management is the additional management processes and opportunities that are made available to people in the organization who are considered to be ‘talent’ (www.ashridge.org.uk. 2007) Talent management can be a planning tool for human resource management, as a planning tool talent management looks very similar to workforce planning, but where HR will experience a real opportunity for contribution to the organization is in the quality of implementation supporting the plan. Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organization, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles. (McCartney and Garrow, 2006) According to Ashton and Morton (2005), effective talent management helps business organizations differentiate, enhance strategy execution and operation...

VIRTUAL TEAMS Today’s globalized environment, as businesses are expanding their operations globally, the establishment of virtual teams are gradually becoming essential. Powell, Piccoli and Ives, 2004 defines virtual teams as, groups of individuals with physically scattered, geographically, culturally and organizationally diverse, time dispersed personnel brought together by information technologies to accomplish the given chores. Cascio and Shurygailo, 2003 have classified virtual teams in to four categories depending on number of managers and location as; teleworkers, remote team (A single manager of a team distributed across multiple location), matrixed teleworkers (Multiple manager of a team at one location) and matrixed remote teams(multiple managers across multiple locations). As mentioned by Bergiel, Bergiel and Balsmeier  (2008) , having virtual teams drastically reduces the travel time and cost for the firm and increases flexibility where members can work simu...

Global Talent Challenges  in today's competitive and uncertain business environment, organizations are experiencing many global talent challenges. According to Schuler, Jackson and Tharique, 2011, global talent challenges are substantial HR issues which emphasis on managing a business to ensure that; an adequate number of talents and motivation, are at right place, at the right price, through all economic and financial situations in a very competitive world.  Major forces and shapers of the global talent challenge According to Beechler and Woodward 2009, Global talent challenges arise in the context of a dynamic environment. As shown in figure 1, among the many factors which shape the talent challenges, globalization has a great impact. Development of world trade, increased competition, availability of customers and markets are the elements which affect the talent distribution globally. (Schuler, Jackson and Tharique, 2011) Demographics are another key f...

MANAGING GENERATIONAL DIVERSITY AT THE WORKPLACE Today’s labor market is consist of 5 different generations as; silent generations, Baby boomers, generation X, generation Y and generation Z.   According to Tay, 2011 Silent generation has practically abandoned the labor market, Baby Boomers are diminishing, generation X is prevailing, the   Generation Y is hardening its positions in the industry, and generation Z are now in-flowing to the industry. The generation Y is gradually captivating stronger position in labor market. They are significantly different from baby boomers and generation Xers in terms of traits, values, behaviors and the essential approach of work. An organization which consists of different generations are facing numerous issues which is a great barrier to organizational success. According to Gursoy, Maier and Chi, 2008 the gap between expectations and perception of individuals from diverse generations is the major cause of inter-generationa...