With the coming of globalization, associations have stopped to be local, they have turned out to be global! This has expanded the workforce diversity and cultural sensitivities have developed more than ever. This prompted the advancement of Global HR Systems.
Indeed, even those associations who view themselves as insusceptible to exchanges over geographical boundaries are associated with the more extensive system globally. They dependent upon organizations that may even not have found out about. There is interdependence between associations in different regions and capacities.
The main function of global HR systems is that the association conveys a local appeal in the host nation despite keeping up an international feel. The answer for multinationals is to figure out how to copy organizations that have many years of involvement in selecting, preparing and retaining good employees across the globe. The objective is to assemble a sustainable and competitive advantage by pulling in and building up the best managerial ability in every one of the organization’s business sectors. The strategic role that the global HR management helps with the decision-making process, co-ordination within the company and the employees, and operating integrating mechanisms simultaneously. This ensures that the HRM policies are in line with and support the firm’s strategy.
The global HR strategy demands a global HR initiative with standard systems although with local adaptations. The key underlying ideas are to fulfill your organization’s global HR needs through feeder mechanisms at local, national and regional levels, and to leverage the current assets to the fullest extent by effectively engaging individuals in building up their own professions.
If organizations are to deal with the difficulties of globalization and shift to a knowledge-based economy, they should create systems that “walk their talk” that individuals are their most valuable resource. The purpose behind a global HR strategy is to ensure that a multinational organization has the right talent, cultural mix and managerial mobility to effectively oversee all of the operating units and growth opportunities and that the managers work into a knowledge-sharing network that has common values.